Post on 13-Aug-2020
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WORKPLACE BULLYINGThe Elephant in the Environment
A NEW ZEALAND PHENOMENON
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NEW ZEALAND
ONE OF THE MOST DESIRABLE COUNTRIES TO LIVE
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1:5
THE STATISTICS
People experience bullying in New Zealand workplaces1
1 http://www.massey.ac.nz/massey/-chef-butyoure-a-bully-15-04-2010
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New Zealand has the highest rates of family violence in the western world 2
THE STATISTICS
2 http://www.areyouok.org.nz/family-violence/statistics/
of family violence incidents are NOT reported to Police280%
NG1
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We know:
• New Zealand has the 2nd highest rate of workplace bullying
in OECD but we are yet to quantify the cost
• Workplace bullying costs Australians up to $36(A) billion
each year. 3
32010 Productivity Commission Report
THE COST
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1. What is Bullying?
2. The Bully
3. The Target
4. Bystander Role and Impact
5. Organisation Impact
6. The Antidote: Solution Focused Wellbeing Strategy
WHAT WE WILL COVER
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WHAT IS BULLYING?
Bullying is persistent intentional abuse by a bully that endangers employee health, destroys careers,
and impacts families.
Bullying is non physical (usually) workplace violence. It is abuse causing psychological injury and stress
related health issues. 4
Bullying is costly to businesses, and organisations’. Bullies are to expensive to keep.4
The destructive power of workplace bullying comes from secrecy, denial and normalisation of the Bullies violence (and bullying culture)4
4 Derived –Drs Gary & Ruth Namie WPBI)TheArtOfWellbeing©
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BULLYING IS
• Deliberate abuse of the rights of others to gain control of the situation and the individuals involved 5
• Deliberate and personal use of intimidation and manipulation to get the bully’s their way. 5
• A continual and relentless attack on other peoples self-confidence and self-esteem6
• The intention to inflict pain in whatever form the bully selects…7
5Sam Horn (2002:3)6Tim Field7Peter Randall (1997:4)
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BULLYING IS
• Perpetrated by:
• management/leadership (app.75%),
• peers
• team member to management
• board members
• clients
• stakeholders
• contractor relationships
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BULLYING IS NOT
• A personality issue
• Conflict between individuals
• A one off harassment issue
• A mediation or conflict resolution issue
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BULLYING IS NOT
• Normal and reasonable performance expectations
• Firm and fair management and leadership
• Implementing healthy boundaries
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FAMILY VIOLENCE
Emotional, psychological and physical harm = violence
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WORKPLACE VIOLENCE
Emotional, psychological and physical harm = violence
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THE BULLY’S CHARACTERISTICS
Is charming and nasty (Jekyll and Hyde)
Grooms the target – engages, develops trust and then uses power and control
to harm his/her chosen Target(s)
Recruits supporters from management, human resources, team and hides bullying
behaviours and intent from significant influencers
Lies, manipulates, undermines, humiliates, criticizes, spreads rumours, excludes and
isolates, publicly belittles, yells, intimidates and demeans targets. – usually overtly
projects the harm
Sets unreasonable workload, tasks, deadlines
Reduces resources, withholds important information, withdraws support
THE BULLY
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THE BULLY’S CHARACTERISTICS
The bully uses repeated and unreasonable manipulation of organisational processes to harm and eliminate her/his chosen target
Micromanages the TargetDamages the Target’s reputation
Blocks Targets communication with significant persons
Refuses leave, blocks training
Uses performance management to accuses with nil evidence
Belittles the Targets expertise, ideas, information then claims as their own
Blocks Targets communication with significant persons
Blocks promotion for Target
Is difficult to approach
Plays victim and denies if confronted with behaviours, blames target
THE BULLY
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THE BULLY’S CHARACTERISTICS
The bully will persist in behaviours until target leaves or is professionally and personally diminished and destabilised, pushed to leave.
Within approximately 24 days of the target leaving the bully will have chosen another Target
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THE TARGET’S CHARACTERISTICS
Visionary, ability to look at big picturePrefer to solve conflict through non-violent dialogue
Intelligent
A strong forgiving streak and desire to think well of others
High coping skills under stress
Helpful and willing to share experience and knowledge
Good sense of humourHigh moral standard, incorruptible
Dislikes abuse of power in those with Authority
Creative, innovative, imaginative
Target
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THE TARGET’S CHARACTERISTICS
Resilient
• Emotional intelligence, compassion and Empathy
Competent, successful, determined, courageous, resilient
Good networkers
Liked by others• Often exemplary work histories
Effective leadership qualities
Honest and ethical
Target
A threat to the Bully
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THE TARGET EXPERIENCE
Confusion about your relationship with someone –something doesn’t feel right.
Fulfilling one day and confusing and complex the
next
You feel negative emotions around a person – uncomfortable talking to
them. Feeling frustrated, undermined, disrespected.
Feel the person puts you on the spot when
you have done nothing wrong
Feel undermined,
start to doubt self and abilities
Feeling anxious and fearful about
coming to work
Confused about feeling isolated
or being shunned by other peers
You Feel Traumatised
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THE TARGET EXPERIENCE
You have to keep your guard
up and watch your back
You feel huge pressure to work overtime, do things
you don’t want and become anxious about
making mistakes
Your thoughts are overwhelmed by fear,
criticism, failure, embarrassment, shame
or humiliation
Feeling anxious and fearful
about coming to work You don’t trust
your decisions anymore
You Feel Traumatised
You become aware your productivity is affected your
clarity of mind is being impacted – you are aware you
are making increased mistakes
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THE TARGET EXPERIENCE
TheTargetusually leaves
If not supported to heal the Target may end up in the same situation again
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If the Bully leaves, they ensure the Targets reputation is damaged resulting in an ongoing negative impact for the Target.
THE TARGET EXPERIENCE
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THE BYSTANDER
Those observing can also suffer harm. Where the Bully flourishes there will be:
• A hostile, toxic, behaviourally addictive work environment
• Decreased worker health and wellbeing, motivation, performance and commitment
• Workers attending work while sick (presenteeism)or taking more sick leave
• Possible increased work turnover
• Fear and anxiety – will they be the next target
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BYSTANDER
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THE ORGANISATION
• The Organisation is the people in the workplace – not a separate entity
• The Culture is the behavior choices of the people in the workplace
• The system is the people in the workplace and how the people choose to work, relate, and interact
• People formulate processes, policies and practices
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THE ORGANISATION
• Workplace bullying continues because of the Bullies choice of behavior and the choices of behavior of the Bullies recruits and bystanders and enablers.
• Human Resource personnel usually have an allegiance to Management. 75% of bullies hold management or leadership positions
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• There is constant change; repetitive cycles of change – names, processes, systems
• There is a history of mistrust and fear in the organisation
• Positional power and status thrive is important
• Where senior management follow different rules
THE ORGANISATION
(Acknowledgement – Andrea Needham)
Bullies thrive in workplaces where:
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• Policies are not implemented or followed
• Policies, process and procedures are written by those who:
haven’t experienced bullying,
don’t understand bullying
are the Bully
• The needs and opinions of Employees are not valued or of interest
• Human Resources align with and support the Bully
THE ORGANISATION
Bullies thrive in workplaces where:
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• reward bullies
• not believe the Target and believe the Bully
• hide and promote bullies – Often seen as tough management and “The Bully gets things done”
• recruit more of the same
• blame the target for leaving “they can’t cut it here”
THE ORGANISATION
Cultural workplace norms are developed and reinforced over time. It becomes normal to:
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• High costs to Organisation
• Exposure to fines, up to $500,000 or up to 2 years imprisonment8
• Health and safety damages for the target
THE ORGANISATION
There are consequences:
8Health & Safety at Work Act 2015
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THE ORGANISATION
Bullying is a health and safety issue for organisations
The bully is a health and safety hazard
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• Brain changes due to negative stress and trauma
• Stress causes chemistry change to cells and impacts risk of disease 2.
• Gut impact
• Reproductive impact
• Immune depletion
1.Dr Gary and Dr Ruth Namie
2. Dr Candice Pert
THE ORGANISATION
Workplace Bullying causes stress. The target can experience physical and emotional harm including (1)
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We know Chronic and traumatic Stress can impact health:
• Heart attack risk, increased blood pressure
• High blood sugar
• Excessive fatigue/ brain fog
• Adrenal fatigue
• Post traumatic stress or Post Traumatic Stress Disorder
• Deterioration in health – serious physical and or mental health issues, depression, suicidal ideation and suicide attempts
THE ORGANISATION
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BULLY REHABILITATION – OR NOT?
If the bully is receptive, they need to:
• accept her/his behavior as harmful and take responsibility for behavior
• be monitored by personnel with expertise in Bullying behaviours (over several years)
• be removed from management/leadership positions
• receive formalised feedback from Workplace Staff re change of behavior
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BULLY REHABILITATION – OR NOT?
• no remorse or ability to rehabilitate they need to leave the workplace
If the bully is not receptive:
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BULLY REHABILITATION – OR NOT?
Prevention and interventions:
• Establish, implement and reinforce code of conduct regarding acceptable behaviors in workplace
• Demonstrated willingness to call out unacceptable behavior
• Establish a reparation process for targets
• Ensure Targets have real and honored protection from the Bully
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SOLUTIONS
We (New Zealand) has started:?
• Bullying accepted as a Health and Safety Hazard – Work Safe New Zealand – Health and Safety at Work Act (2015)
• Workplace bullying policies, required under the HSWA 2015
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SOLUTIONS
• Develop, education, awareness, acceptance and action
• Explore a “Wellbeing Solution”
• Enhance professional supervision and wellbeing consulting/coaching
• Utilise external consultancies to help address workplace bullying and support targets.
And there is a lot more to do:?
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THE ANTIDOTE - YOUR WELLBEING SOLUTION
ENVIRONMENT
MIND
EMOTION
PHYSICAL
BODY
SOUL SPIRITUAL
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• Know who you are
• Know who you are trying to please
• Know what you want to accomplish
• Focus on one thing at a time – be in the present
Overcoming Stress
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• Don’t try to do it all yourself – get help
• Make quiet time
• Exercise
• Eat nutritious food
Overcoming Stress
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• Gratitude, Forgiveness, Kindness, Good deed to another, connect-Nature
• Take time out to enjoy life
• Be aware of who you are being in relationship with - discernment
• Rest – “a rested field yields a beautiful crop”
Overcoming Stress
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YOUR WELLBEING IS PARAMOUNT
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6 step process for a Wellbeing Culture
Assess Risk & Safety
Educate Recording strategy
Wellbeing Strategy
Decisions Direction
Plan
Action
Wellbeing Culture
Effective leadership
GROWING HEALTHY, EFFECTIVE, COURAGEOUS, LEADERSHIP
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• Bullies are in the minority but cause workplace and national chaos and harm
• National Culture – peoples daily behavioural choices make an impact
• The power needs to move to the majority to change workplace bullying culture
• We need to lead courageously
• Enhancing wellbeing could be a means to mitigate and prevent future harm
WORKPLACE BULLYINGThe Elephant in the Environment
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“It is always a tremendous relief to name the truth, no matter what it is.” •
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NEW ZEALAND
“Participation, Partnership, Protection”
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ACKNOWLEDGEMENTS• Andrea Needham
• “Courageous Leadership” Andrea Needham
• Dr Caroline Leaf - Neuroscientist
• Drs Ruth and Gary Namie
• Joyce Meyer – “Enjoying Every Day Life”
• Molecules of Emotion – Dr Candice Pert
• https:www.science daily.com – Stress & Disease
• Auto immune disease and Stress – https//www.helath.havard.edu
• WebMD Consequences of long term stress
• Stress affects your health – American Psychological Association
• Culture Safe (NZ)
• Work Safe New Zealand – Policy and Guidelines for addressing WPB
• International Association of Workplace Bullying & Harassment
• International Workplace Bullying and Harassment Conference Bordeaux France - 2018