July 23, 2015
Confronting bullying can be challenging because bullies try to avoid accountability
As a manager or supervisor of a nursing team, you may spot a team member using bullying behaviour and decide to confront them.
However, this can be challenging because workplace bullies are often adept at avoiding accountability for their use of aggression towards colleagues. Each bully will have their own tactics for avoiding responsibility during a confrontation with their manager or supervisor. These tactics often fall into two categories. Either the bully justifies their use of aggressive behaviour in the workplace by citing a need to drive their team members to prevent them from failing. Or the bully switches the conversation away from their bullying behaviour onto you, making you the problem for suggesting they are employing unwarranted aggression.
Here are some of the most common responses from a workplace bully who wishes to dodge legitimate feedback from their manager or supervisor. The bully may:
To limit the bully’s options for creating fog around your feedback you need to adopt a carefully crafted approach. You could:
WHAT WORKPLACE BULLYING INVOLVES
● One-off, frequent or repeated personal attacks which the person who is targeted experiences as emotionally hurtful or professionally harmful
● A deliberate attempt by the bully to undermine the target’s ability to carry out their work, or to injure their reputation, or to undermine their self-esteem and self-confidence
● A deliberate attempt by the bully to remove personal power from the target and keep this control for themselves
● This article contains extracts from Free Yourself from Workplace Bullying (Mint Hall Publishing, 2015)
Do you think you could confront a bully who is on your team? How would you confront a workplace bully?