Bullying Ain't Cool In School, and It Definitely Not To Be Tolerated At Workplaces, Either.
One of the first mindfulness strategies we teach kids in #EarlyChildhood is to cultivate awareness about their behavior, demeanor and words spoken. How these things impact and carry power into the world, and how they can bring forward kindness and empathy.
𝐓𝐡𝐢𝐬 𝐭𝐞𝐚𝐜𝐡𝐞𝐬 𝐚𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐚𝐧𝐝 𝐚𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬.
𝐀𝐜𝐜𝐨𝐮𝐧𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 is what distinguished wisdom from foolishness. 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 is what distinguishes growth from decay.
𝐒𝐞𝐭𝐭𝐢𝐧𝐠 𝐔𝐩 𝐒𝐲𝐬𝐭𝐞𝐦𝐬
The number of people going up the ladder in managerial roles does not equate with the training provided for them to lead individuals. Which can present many challenges. Giving power with no regulation, policies, proper training, and supervision - opens the room for 'fear' to come in the disguise of 'Title Grandiose', where the power-dynamic starts playing a role that should have been a #HumanContract, instead.
𝟔𝟓% 𝐨𝐟 𝐛𝐮𝐥𝐥𝐢𝐞𝐬 𝐫𝐚𝐧𝐤 𝐡𝐢𝐠𝐡𝐞𝐫 𝐢𝐧 𝐜𝐚𝐫𝐞𝐞𝐫 𝐥𝐞𝐯𝐞𝐥 𝐭𝐡𝐚𝐧 𝐭𝐡𝐞𝐢𝐫 𝐭𝐚𝐫𝐠𝐞𝐭𝐬, 𝐚𝐜𝐜𝐨𝐫𝐝𝐢𝐧𝐠 𝐭𝐨 𝐚 𝟐𝟎𝟐𝟏 𝐖𝐨𝐫𝐤𝐩𝐥𝐚𝐜𝐞 𝐁𝐮𝐥𝐥𝐲𝐢𝐧𝐠 - 𝐀𝐦𝐞𝐫𝐢𝐜𝐚𝐧 𝐈𝐧𝐬𝐭𝐢𝐭𝐮𝐭𝐞 𝐬𝐮𝐫𝐯𝐞𝐲.
I had once worked with a bully,
they would hold resentment, personalize things, plan vengeful schemes and they were a master in micro-aggression. Turnover was off the roof, but not once there was a moment of reflection of whether it is their repellent managing-style. No one dared to speak. Those who left, left in silence in hope to get a recommendation letter. Those who stood up for themselves didn't get one and were often called 'crazy', 'overly-sensitive', 'not the right fit'. The culture or lack of allowed this individual unsupervised and unlimited 'power' to bully freely with no consequences.
I mean, what a loss of an opportunity to lead empathetically. We're all capable of kindness, if we reflect and put on the necessary inner work. See, changes don't happen by mere coincidence but rather with work and intention.
Quitting can be quiet good when you've outgrown spaces. I decided,
to proudly quit this contract! It was not
a #HumanContract, anyway. The world
is too big to be shrunk in confined, undereducated, unreciprocated places. Shrinking feeds bullying.
Take up space, leave the space, but never shrink to fit a space.
From that day on, I pledged to dedicate all my trainings, knowledge, and future endeavors to bringing forward mindful #leadership and building #mindful organizations.
𝐑𝐮𝐥𝐞 𝐧𝐮𝐦𝐛𝐞𝐫 𝟏 - 𝐓𝐡𝐞 𝐏𝐢𝐥𝐥𝐚𝐫 𝐨𝐟 𝐌𝐢𝐧𝐝𝐟𝐮𝐥 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩
was and always will be, the willingness to partake, to be #curious, to maintain an open mind, pause and reflect. Without #awareness non of the constructive change is possible. It is only when we come to terms of what is no longer working, when we ask 'How' with raw candor and find our 'Why' - answers starts to come forward.
𝐋𝐞𝐭'𝐬 𝐓𝐚𝐥𝐤 𝐒𝐨𝐥𝐮𝐭𝐢𝐨𝐧𝐬:
Employers:
Establish an anti-bullying policy.
Educate your employees on respectful workplace behaviors and what acts could constitute bullying.
Establish processes for reporting, investigating and resolving complaints.
Encourage reporting, and embed a real open door policy.
Conduct periodic employee attitude surveys to determine if workplace bullying is not being reported.
Educate your employees on respectful workplace behaviors and what acts could constitute bullying.
When bullying is witnessed or reported:
Take the complaint or situation seriously and investigate it promptly.
Do not tolerate bullying. Tackle it early before it starts becoming part of DNA of the organization.
Consult with HR about grievance guide.
HR should be an independent department that doesn't fall under the authority matrix to. ensure credibility.
HR to provide all staff members going into managerial roles and leaders of mindful leadership training including but not limited to (EQ, self-regulating tools, stress reduction strategies, leading with empathy, mental health ally - Mental Health First Aider).
EXAMPLES OF REPEATED BEHAVIORS THAT COULD CONSTITUTE BULLYING
By University of Mary Washington and Society of Human Resources Management SHRM
Intimidating or undermining employees by demeaning their work standards, not giving them credit, setting them up for failure and constantly reminding them of old mistakes.
Threatening employees’ personal self esteem and work status.
Isolating employees from opportunities, information, and interaction with others.
Giving impossible deadlines, creating undue pressure and stress, and overworking employees
Giving constant and unfair criticism
Blaming without factual justification
Making unreasonable demands
Giving hostile glares and other intimidating gestures
Yelling, screaming, and swearing
Purposely excluding or isolating a coworker
Sending aggressive emails or notes
Monopolizing supplies and other resources
Engaging in excessive social bantering, teasing, and humiliation
Monitoring another excessively
Stealing credit for other employees’ work
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