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.
๐๐ก๐ข๐ฌ ๐ญ๐๐๐๐ก๐๐ฌ ๐๐๐๐จ๐ฎ๐ง๐ญ๐๐๐ข๐ฅ๐ข๐ญ๐ฒ ๐๐ง๐ ๐๐ฐ๐๐ซ๐๐ง๐๐ฌ๐ฌ.
๐๐๐๐จ๐ฎ๐ง๐ญ๐๐๐ข๐ฅ๐ข๐ญ๐ฒ is what distinguished wisdom from foolishness. ๐๐ฐ๐๐ซ๐๐ง๐๐ฌ๐ฌ is what distinguishes growth from decay.
๐๐๐ญ๐ญ๐ข๐ง๐ ๐๐ฉ ๐๐ฒ๐ฌ๐ญ๐๐ฆ๐ฌ
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.
๐๐% ๐จ๐ ๐๐ฎ๐ฅ๐ฅ๐ข๐๐ฌ ๐ซ๐๐ง๐ค ๐ก๐ข๐ ๐ก๐๐ซ ๐ข๐ง ๐๐๐ซ๐๐๐ซ ๐ฅ๐๐ฏ๐๐ฅ ๐ญ๐ก๐๐ง ๐ญ๐ก๐๐ข๐ซ ๐ญ๐๐ซ๐ ๐๐ญ๐ฌ, ๐๐๐๐จ๐ซ๐๐ข๐ง๐ ๐ญ๐จ ๐ ๐๐๐๐ ๐๐จ๐ซ๐ค๐ฉ๐ฅ๐๐๐ ๐๐ฎ๐ฅ๐ฅ๐ฒ๐ข๐ง๐ - ๐๐ฆ๐๐ซ๐ข๐๐๐ง ๐๐ง๐ฌ๐ญ๐ข๐ญ๐ฎ๐ญ๐ ๐ฌ๐ฎ๐ซ๐ฏ๐๐ฒ.
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.
๐๐ฎ๐ฅ๐ ๐ง๐ฎ๐ฆ๐๐๐ซ ๐ - ๐๐ก๐ ๐๐ข๐ฅ๐ฅ๐๐ซ ๐จ๐ ๐๐ข๐ง๐๐๐ฎ๐ฅ ๐๐๐๐๐๐ซ๐ฌ๐ก๐ข๐ฉ
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.
๐๐๐ญ'๐ฌ ๐๐๐ฅ๐ค ๐๐จ๐ฅ๐ฎ๐ญ๐ข๐จ๐ง๐ฌ:
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 employeesโ 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 employeesโ work
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