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Outing the Elephant Tamsen Leachman Dunn Carney
Can You Relate?
Our Program <ul><li>A Call to Action and Building a Foundation of Understanding  </li></ul><ul><li>Empowering the Target <...
Is This Really a Problem? <ul><li>Bullying 4 times more common than harassment </li></ul><ul><li>64 % report currently wor...
What Do We Know? <ul><li>Most Targets are: </li></ul><ul><ul><li>Well educated & have long employment histories </li></ul>...
Defining Bullying … <ul><li>“ Repeated mistreatment by one or more employees” </li></ul><ul><li>“ Behavior designed to con...
Three Areas of Focus <ul><li>Shaming  – humiliation, sarcasm, potshots, verbal attacks, and mistake pointing </li></ul><ul...
The Territory Marker
The Gate Keeper
The Dismisser
The Space Invader
The Rage-aholic
Characteristics of a Bully <ul><li>Aggressive </li></ul><ul><li>Outgoing, funny and charming </li></ul><ul><li>Competitive...
What We Don’t See –  Why Bullies Bully <ul><li>Bullying happens often behind “closed doors” </li></ul><ul><li>Driven by ne...
Characteristics of a Target <ul><li>Non-expressive,  often shy person </li></ul><ul><li>Hardworking </li></ul><ul><li>Smar...
Impact on Target <ul><li>At First, too Shocked or Surprised, may Freeze </li></ul><ul><li>Waits too Long to Confront </li>...
Team’s Reaction to the Bully <ul><li>Ignoring  – pretend there is no real problem </li></ul><ul><li>Smoothing  – try to ma...
Elephants Have Great Qualities  & Organizational Value
Creative & Able to be Self-Aware
Driven  │ Determined  │Strong  Work Ethic
Wisdom & Historical Perspective
Team’s Reaction to the Bully <ul><li>Cliques or subgroups </li></ul><ul><li>Defensiveness or fear </li></ul><ul><li>Restri...
Problems?  What Problems? Enabling The Bully <ul><li>Expect different outcome </li></ul><ul><li>Protect the bully </li></u...
Fears of the Team <ul><li>Absence of Trust – nothing will change </li></ul><ul><li>Fear of Conflict – team members guarded...
Observable Team Symptoms <ul><li>Great deal of blaming </li></ul><ul><li>Coping issues </li></ul><ul><li>Private meetings ...
Diagnose Team Concerns <ul><li>Task Force </li></ul><ul><li>Employee Satisfaction Survey </li></ul><ul><li>360 º Feedback ...
Team Attitude for Success <ul><li>Belief and desire for acceptable outcomes </li></ul><ul><li>Empathy </li></ul><ul><li>Mi...
Team Involvement – Correcting the Situation <ul><li>Commitment from leadership </li></ul><ul><li>Become part of solution <...
Prevention is the Key <ul><li>Mission/Vision/Values/Strategic Plan </li></ul><ul><ul><li>Team Understanding </li></ul></ul...
Must   We Address This? <ul><li>No Bullying Statute … but …  </li></ul><ul><li>Hostile Environment Harassment </li></ul><u...
Where Do We Begin? <ul><li>Values Statement </li></ul><ul><li>Included in Performance Evaluation  </li></ul><ul><li>Bullyi...
Establish Your Values <ul><li>Genuine success comes from  consistently putting our Core Values into action :  </li></ul><u...
Simple, Value-Based Policy:  Teamwork – The Golden Rule <ul><li>The Golden Rule: “Treat others only in ways that you’re wi...
Drafting Tips <ul><li>Do not copy and paste your harassment policy </li></ul><ul><li>Keep focus on Values and broad concep...
Behavior Examples for Training <ul><li>Overt  – name calling, bickering, back stabbing, fault finding, gossip, criticism, ...
Performance Evaluation <ul><li>Core Values </li></ul><ul><ul><li>Supports and Encourages Company Core Values </li></ul></u...
Broad Concept of Discipline <ul><li>Change behavior of Bully if possible </li></ul><ul><li>Eliminate Bully from workplace ...
Savoring the Transformation! “Three things in human life are important:  the first is to be kind, the second is to be kind...
Questions? Tamsen Leachman │ 503.417.5513 │ [email_address]
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Bullying In The Workplace

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Transcript of "Bullying In The Workplace"

  1. 1. Outing the Elephant Tamsen Leachman Dunn Carney
  2. 2. Can You Relate?
  3. 3. Our Program <ul><li>A Call to Action and Building a Foundation of Understanding </li></ul><ul><li>Empowering the Target </li></ul><ul><li>Empowering the Team </li></ul><ul><li>Some Real World How-To’s & Traps for the Unwary </li></ul>
  4. 4. Is This Really a Problem? <ul><li>Bullying 4 times more common than harassment </li></ul><ul><li>64 % report currently working with a Bully & 94 % report working with a Bully at some point </li></ul><ul><li>91 % of nurses report verbal abuse & 50 % feel unable to respond </li></ul><ul><li>21 % of Bullies report being the Target of a Bully </li></ul><ul><li>Cost to business is incredibly high – study of 9,000 federal workers - $180,000,000 in lost time & productivity </li></ul><ul><ul><li>Consider high cost of leave , non-productive time, and of replacing departing employees </li></ul></ul>
  5. 5. What Do We Know? <ul><li>Most Targets are: </li></ul><ul><ul><li>Well educated & have long employment histories </li></ul></ul><ul><ul><li>Generally working in private or government sector </li></ul></ul><ul><li>58% of Bullies and 80% of Targets are women </li></ul><ul><li>50% of bullying takes the form of women bullying other women </li></ul><ul><li>Only 23% of time is only one Bully involved </li></ul>
  6. 6. Defining Bullying … <ul><li>“ Repeated mistreatment by one or more employees” </li></ul><ul><li>“ Behavior designed to control or devalue others” </li></ul><ul><li>“ Repeated offensive, vindictive, cruel or malicious behavior” </li></ul><ul><li>“ Professional cannibalism – nurses eat their young” </li></ul>
  7. 7. Three Areas of Focus <ul><li>Shaming – humiliation, sarcasm, potshots, verbal attacks, and mistake pointing </li></ul><ul><li>Passive Hostility – passive aggression, distrust of other’s opinions, territoriality, and acting clueless when confronted </li></ul><ul><li>Sabotage – surveillance, meddling, and abuse of authority to punish </li></ul>
  8. 8. The Territory Marker
  9. 9. The Gate Keeper
  10. 10. The Dismisser
  11. 11. The Space Invader
  12. 12. The Rage-aholic
  13. 13. Characteristics of a Bully <ul><li>Aggressive </li></ul><ul><li>Outgoing, funny and charming </li></ul><ul><li>Competitive </li></ul><ul><li>Behavioral inconsistencies </li></ul><ul><li>Dishonest </li></ul>
  14. 14. What We Don’t See – Why Bullies Bully <ul><li>Bullying happens often behind “closed doors” </li></ul><ul><li>Driven by need for power and control </li></ul><ul><li>Fear about inadequacy and vulnerabilities </li></ul><ul><li>Insecure, low self-esteem, and feels threatened by target </li></ul><ul><li>Goal - diminish self-esteem or performance </li></ul>
  15. 15. Characteristics of a Target <ul><li>Non-expressive, often shy person </li></ul><ul><li>Hardworking </li></ul><ul><li>Smart </li></ul><ul><li>Socially and technically skilled </li></ul><ul><li>Positive Attitude </li></ul><ul><li>Nice </li></ul><ul><li>Empathetic </li></ul><ul><li>Honest </li></ul><ul><li>Ethical </li></ul>
  16. 16. Impact on Target <ul><li>At First, too Shocked or Surprised, may Freeze </li></ul><ul><li>Waits too Long to Confront </li></ul><ul><li>Denial, Blame, Guilt, Shame, Feels Responsible </li></ul><ul><li>Health Issue - Stress, Sleeplessness, Obsession </li></ul><ul><li>Diminishing Job Performance </li></ul>
  17. 17. Team’s Reaction to the Bully <ul><li>Ignoring – pretend there is no real problem </li></ul><ul><li>Smoothing – try to make others feel good </li></ul><ul><li>Forcing – suggest others “deal” with the situation </li></ul><ul><li>Agreement – public agreement / private resistance </li></ul><ul><li>Complacency – nose to the grindstone </li></ul><ul><li>And….. </li></ul>
  18. 18. Elephants Have Great Qualities & Organizational Value
  19. 19. Creative & Able to be Self-Aware
  20. 20. Driven │ Determined │Strong Work Ethic
  21. 21. Wisdom & Historical Perspective
  22. 22. Team’s Reaction to the Bully <ul><li>Cliques or subgroups </li></ul><ul><li>Defensiveness or fear </li></ul><ul><li>Restricted communications </li></ul><ul><li>Low productivity </li></ul><ul><li>Lack of creative solutions to problems </li></ul><ul><li>Avoidance </li></ul><ul><li>Rigid or dysfunctional procedures </li></ul>
  23. 23. Problems? What Problems? Enabling The Bully <ul><li>Expect different outcome </li></ul><ul><li>Protect the bully </li></ul><ul><li>Cover up or buffer </li></ul><ul><li>Special relationship </li></ul><ul><li>Failure to report </li></ul><ul><li>Enjoy the rewards </li></ul><ul><li>Minimize tough decisions </li></ul><ul><li>Modeling the behavior </li></ul><ul><li>Nothing will change </li></ul>
  24. 24. Fears of the Team <ul><li>Absence of Trust – nothing will change </li></ul><ul><li>Fear of Conflict – team members guarded </li></ul><ul><li>Lack of Commitment – no clear plan </li></ul><ul><li>Lack of Accountability – how will management hold the Bully accountable? </li></ul><ul><li>Limited/No Follow Up on Results – what will be different? </li></ul>
  25. 25. Observable Team Symptoms <ul><li>Great deal of blaming </li></ul><ul><li>Coping issues </li></ul><ul><li>Private meetings </li></ul><ul><li>Problems not addressed - let alone solved </li></ul><ul><li>Rumor mill </li></ul><ul><li>Escape – vacation, sick leave, transfers, resignations </li></ul><ul><li>Grudges </li></ul><ul><li>Complacency, cliques or subgroups </li></ul><ul><li>Different behavior outside the organization </li></ul>
  26. 26. Diagnose Team Concerns <ul><li>Task Force </li></ul><ul><li>Employee Satisfaction Survey </li></ul><ul><li>360 º Feedback Assessment </li></ul><ul><li>Teambuilding Meetings </li></ul><ul><li>Investigation </li></ul><ul><li>Anonymous Feedback Process </li></ul><ul><li>Exit interviews </li></ul><ul><li>Panel Discussion </li></ul><ul><li>Training </li></ul><ul><li>Team Intervention </li></ul>
  27. 27. Team Attitude for Success <ul><li>Belief and desire for acceptable outcomes </li></ul><ul><li>Empathy </li></ul><ul><li>Minimize status and power differences </li></ul><ul><li>Awareness of limitations - expect setbacks </li></ul><ul><li>Understanding changing behaviors takes time </li></ul><ul><li>Focus attention on future, not past </li></ul><ul><li>Commitment </li></ul>
  28. 28. Team Involvement – Correcting the Situation <ul><li>Commitment from leadership </li></ul><ul><li>Become part of solution </li></ul><ul><li>Identify action plan </li></ul><ul><ul><li>Short term goals and measurements </li></ul></ul><ul><ul><li>Establish behavioral expectations </li></ul></ul><ul><ul><li>Accountability and expectations </li></ul></ul><ul><li>Full cooperation & buy-in </li></ul><ul><li>Feedback from targets to the bully </li></ul><ul><li>Open communication </li></ul><ul><li>Assess progress </li></ul><ul><li>Celebrate all successes – large and small </li></ul>
  29. 29. Prevention is the Key <ul><li>Mission/Vision/Values/Strategic Plan </li></ul><ul><ul><li>Team Understanding </li></ul></ul><ul><li>Job Description </li></ul><ul><ul><li>Team Member Roles & Responsibilities </li></ul></ul><ul><li>Hiring Process </li></ul><ul><ul><li>Interviewing skills </li></ul></ul><ul><ul><li>Team review </li></ul></ul><ul><li>Onboarding </li></ul><ul><ul><li>Team involvement </li></ul></ul><ul><li>Performance Management Process </li></ul><ul><ul><li>Team input </li></ul></ul><ul><li>Policy Manual and policy enforcement </li></ul><ul><ul><li>Team knowledge </li></ul></ul>
  30. 30. Must We Address This? <ul><li>No Bullying Statute … but … </li></ul><ul><li>Hostile Environment Harassment </li></ul><ul><li>Negligent / Intention Infliction of Emotional Distress </li></ul><ul><li>Negligent Hiring / Workplace Violence / Assault / Battery </li></ul><ul><li>ADA / Worker’s Compensation </li></ul><ul><li>Employee Free Choice Act </li></ul>
  31. 31. Where Do We Begin? <ul><li>Values Statement </li></ul><ul><li>Included in Performance Evaluation </li></ul><ul><li>Bullying Policy / Respectful Workplace Policy / Golden Rule Policy </li></ul><ul><li>Training as part of roll out </li></ul><ul><li>Live the policy at all levels </li></ul><ul><li>Discipline for failure to follow </li></ul>
  32. 32. Establish Your Values <ul><li>Genuine success comes from consistently putting our Core Values into action : </li></ul><ul><li>Everyone has the Opportunity to Make a Difference </li></ul><ul><li>Everyone Counts </li></ul><ul><li>Do the Right Thing </li></ul><ul><li>Our Company Goals Are To . . . </li></ul><ul><li>Provide our employees a healthy, professional atmosphere in which to work. … </li></ul>
  33. 33. Simple, Value-Based Policy: Teamwork – The Golden Rule <ul><li>The Golden Rule: “Treat others only in ways that you’re willing to be treated in the same situation.” </li></ul><ul><li>  </li></ul><ul><li>Company AAA strives to provide a safe and fun work environment. All employees are encouraged to work as a team by supporting coworkers in a positive and constructive manner. </li></ul><ul><li>Negative and destructive behavior and comments, as well as gossip, hearsay or rumors will not be tolerated. Employees acting in such a destructive way will erode the teamwork atmosphere. These employees will be subject to corrective action up to and including immediate termination.  </li></ul>
  34. 34. Drafting Tips <ul><li>Do not copy and paste your harassment policy </li></ul><ul><li>Keep focus on Values and broad concepts </li></ul><ul><li>Consider categories of behavior or concerns </li></ul><ul><li>Consider reporting procedure if no open-door policy </li></ul><ul><li>Do not promise ‘no retaliation’ </li></ul>
  35. 35. Behavior Examples for Training <ul><li>Overt – name calling, bickering, back stabbing, fault finding, gossip, criticism, intimidation, using put downs, shouting, blaming, raising eyebrows, making faces </li></ul><ul><li>Covert – unfair assignments, sarcasm, eye rolling, ignoring or freezing out, refusing to help or work with someone, whining, sabotage, put downs, isolation, exclusion, fabrication, infighting, scapegoating, humiliating innuendo, disinterest, discouragement, withholding information, not keeping confidences, rudeness, abruptness, belittling, unavailability, dismissive, sarcasm, minimization </li></ul>
  36. 36. Performance Evaluation <ul><li>Core Values </li></ul><ul><ul><li>Supports and Encourages Company Core Values </li></ul></ul><ul><ul><li>Demonstrates Core Values Through Behavior and Action </li></ul></ul><ul><ul><li>Actively Promotes Core Values With Staff </li></ul></ul>
  37. 37. Broad Concept of Discipline <ul><li>Change behavior of Bully if possible </li></ul><ul><li>Eliminate Bully from workplace if not possible </li></ul><ul><li>Remember the problem is not fully solved – what does team still need? </li></ul><ul><li>Keep your eyes on your values and goals </li></ul>
  38. 38. Savoring the Transformation! “Three things in human life are important: the first is to be kind, the second is to be kind, the third is to be kind.” - Henry James
  39. 39. Questions? Tamsen Leachman │ 503.417.5513 │ [email_address]
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