To better understand

GLASS HALF FULL

If you inform yourself about the various behaviours that constitute bullying it is unlikely that it will raise its ugly head in your group. Learning more about the phenonemon can be a positive as it is knowledge that forces us to consider practising alternatives that will improve culture. Turning a list of 'Thou shalt not commandments' into a positive assembly of opposite actions will reap rewards for the profit and not-for-profit board. It's all about improving culture and the astute CEO will not be afraid to study the circumstances in which bullying can occur realising that the other side of the coin will enhance the organisation.

Leaders can be bullied too.

Bullying is conduct that cannot be objectively justified by a reasonable code of conduct, and whose likely or actual cumulative effect is to threaten, undermine, constrain, humiliate, or harm another person or their property, reputation, self-esteem, self-confidence, or ability to perform.

1. Deceit.?Repeatedly lying, not telling the truth, concealing the truth, deceiving others to get one’s way, and creating false hopes with no plans to fulfil them
2. Intimidation.?Overt or veiled threats; fear-inducing communication and behaviour
3. Ignoring.?Purposefully ignoring, avoiding, or not paying attention to someone; “forgetting” to invite someone to a meeting; selectively greeting or interacting with others besides a victim
4. Isolation/exclusion.?Intentionally excluding someone or making them feel socially or physically isolated from a group; purposefully excluding someone from decisions, conversations, and work-related events
5. Rationalization.?Constantly justifying or defending behaviour or making excuses for acting in a particular manner
6. Minimization.?Minimizing, discounting, or failing to address someone’s legitimate concerns or feelings
7. Diversion.?Dodging issues, acting oblivious or playing dumb, changing the subject to distract away from the issue, cancelling meetings, and avoiding people
8. Shame and guilt.?Making an employee constantly feel that they are the problem, shaming them for no real wrongdoing, or making them feel inadequate and unworthy
9. Undermining work.?Deliberately delaying and blocking an employee’s work, progress on a project or assignment, or success; repeated betrayal; promising them projects and then giving them to others; alternating supportive and undermining behaviour
10. Pitting employees against each other.?Unnecessarily and deliberately pitting employees against one another to drive competition, create conflict, or establish winners and losers; encouraging employees to turn against one another
11. Removal of responsibility.?Removing someone’s responsibilities, changing their role, or replacing aspects of their job without cause
12. Impossible or changing expectations.?Setting nearly impossible expectations and work guidelines; changing those expectations to set up employees to fail
13. Constant change and inconsistency.?Constantly changing expectations, guidelines, and scope of assignments; constant inconsistency of word and action (e.g. not following through on things said)
14. Mood swings.?Frequently changing moods and emotions; sharp and sudden shifts in emotions
15. Criticism.?Constantly criticizing someone's work or behavior, usually for unwarranted reasons
16. Withholding information.?Intentionally withholding information from someone or giving them the wrong information
17. Projection of blame.?Shifting blame to others and using them as a scapegoat; not taking responsibility for problems or issues
18. Taking credit.?Taking or stealing credit for other people’s ideas and contributions without acknowledging them
19. Seduction.?Using excessive flattery and compliments to get people o trust them, lower their defences, and be more responsive to manipulative behavior
20. Creating a feeling of uselessness.?Making an employee feel underused; intentionally rarely delegating or communicating with the employee about their work or progress; persistently giving employees unfavourable duties ad responsibilities

Not-So-Subtle Signs of Bullying????????

Bullying can also be more obvious. These signs tend to be more commonly associated with bullying.

1. Aggression.?Yelling or shouting at an employee; exhibiting anger or aggression verbally or non-verbally (e.g., pounding a desk)
2. Intrusion.?Tampering with someone’s personal belongings; intruding on someone by unnecessarily lurking around their desk; stalking, spying, or pestering someone
3. Coercion.?Aggressively forcing or persuading someone to say or do things against their will or better judgment
4. Punishment.?Undeservedly punishing an employee with physical discipline, psychologically through passive aggression, or emotionally through isolation
5. Belittling.?Persistently disparaging someone or their opinions, ideas, work, or personal circumstances?in an undeserving manner
6. Embarrassment.?Embarrassing, degrading, or humiliating an employee publically in front of others
7. Revenge.?Being vindictive towards someone; seeking unfair revenge when a mistake happens; retaliating against an employee
8. Threats.?Threatening unwarranted punishment, discipline, termination, and/or physical, emotional, or psychological abuse
9. Offensive communication.?Communicating ?offensively by using profanity, demeaning jokes, untrue rumours or gossip, or harassment
10. Campaigning.?Launching an overt or underhanded campaign to “oust” a person out of their job or the organization
11. Blocking advancement or growth.?Impeding an employee’s progression, growth, and/or advancement in the organization unfairly [email protected] Select a Date & Time - Calendly