In many high-pressure environments, bullying behaviours can proliferate due to high-stakes situations, rigid power differentials, and challenging schedule demands. This can have devastating impacts on employee morale, productivity, and retention. One common issue is dealing with disrespect and abuse from team leaders who hold significant power and influence within the organisation.
Goal
To create a safe and respectful working environment by addressing the abusive behaviour of a domineering team leader.
Problem
In many high-pressure environments, bullying behaviours can proliferate due to high-stakes situations, rigid power differentials, and challenging schedule demands. This can have devastating impacts on employee morale, productivity, and retention. One common issue is dealing with disrespect and abuse from team leaders who hold significant power and influence within the organisation.
In this case, a team member is experiencing rude and aggressive behaviour from two new team leaders. This bullying has not only impacted their mental health but has also negatively influenced the team dynamics and workplace culture. The need to address this pattern of abuse is crucial for maintaining a healthy and productive work environment.
Solution
Define the Problem
The most common mistake people make is to confront a single incident of abuse as if it were the only problem—in this case, a recent verbal attack. Most likely, the problem is not that single incident but a pattern of abuse. Focusing on the incident alone can lead to getting bogged down in the details of who said what and why.
Find Mutual Purpose
Approaching the conversation in a way that solves both parties’ problems is essential. Here are a few questions to help find Mutual Purpose:
- Ask the Humanising Question: Why would a reasonable, rational, and decent person get angry and abusive like this? What is he trying to achieve and why is he so frustrated?
- Clarify Your Long-term Goals: What do you really want from the conversation, not just for yourself, but for the other person and the relationship? This helps to take the high road and aim for a win-win solution.
- Identify What You Respect About the Team Leader: Focus on elements you respect, which helps to establish Mutual Respect. Respect is like air; as soon as it’s absent, it’s all anyone can think about. Ensuring respect in the relationship is crucial for productive dialogue.
Prepare for the Conversation
Personal preparation sets the stage for a productive conversation. It’s important to get your head and heart right before engaging in dialogue. Once you’re ready, request a private conversation with the team leader.
Conduct the Conversation
- Share the Facts: Present the facts of the recent abuse as you experienced them.
- Describe the Consequences: Explain how the behaviour made you feel, impacted the culture, and put projects at risk.
- Express Your Desire for Change: Outline how you would like to work differently together in the future.
- Listen Actively: Ask the team leader how they see the situation. Listen to understand their perspective, which may reveal aspects of the situation you were unaware of or highlight your own or others’ roles in their frustration.
Assess the Outcome
If the team leader acknowledges the problem and agrees to work on changing their behaviour, this is a positive step forward. If the abusive behaviour continues, it may be necessary to escalate the issue to HR to protect the well-being of the staff and the organisation.
Case Study
A renowned business school addressed similar issues by training their teams to handle abusive behaviour effectively. Leaders administered pre- and post-training surveys to measure confidence in addressing disruptive behaviour. The results showed a statistically significant increase in participants’ confidence and ability to address bad behaviour both immediately after and four weeks post-training. Staff reported numerous instances of disruptive behaviour but also noted that they spoke up and addressed the bad behaviour most of the time.
Conclusion
Addressing abusive behaviour in the workplace is critical for maintaining a safe, respectful, and productive environment. By preparing effectively, finding mutual purpose, and conducting thoughtful conversations, you can help foster a positive change in your workplace culture.
This article is adapted from the original piece by Brittney Maxfield May 29, 2024.
#WorkplaceBullying #Leadership #WorkplaceCulture #EmployeeWellbeing