How do workplace bullies escape prosecution for as long as they do? Why do their targets tolerate ill treatment for as long as they do? Why do bystanders look the other way as consistently as they do? While most bullies do intimidate nearly everyone around them, that alone doesn't provide satisfactory answers to these questions.
A more satisfactory explanation is that workplace bullies shape their environments to enable continuation of their activities with a minimum of interference. The OODA model, due to US Air Force Col. John Boyd, is a useful tool for understanding how bullies shape their environments. See "OODA at Work," Point Lookout for April 6, 2011, for a summary of the model.
Here is Part I of a small catalog of the ways workplace bullies use the OODA model.
- Most bullies engage in bullying out of compulsion. Although they do plan and they do consciously formulate their attack strategies, they generally don't study bullying scientifically, and they are thus unaware of models like the OODA loop.
- Their understanding of OODA is thus intuitive. Since intuition is founded on experience and observation, the bully's use of OODA is usually limited to what the bully has experienced or seen.
- Targets can exploit this limitation by devising responses to bullying that would require their bullies to use OODA in ways their bullies are unlikely to have seen or experienced. See, for example, "Biological Mimicry and Workplace Bullying," Point Lookout for March 31, 2010.
- Selecting targets
- Bullies tend Since intuition is founded on
experience and observation, the
bully's use of OODA is usually
limited to what the bully has
experienced or seento select targets who, in their estimation, will not effectively resist the bullying. For example, bullies often regard someone who has a limited network of close associates as less likely to be able to mount effective resistance. That's one reason why bullies favor targets who are isolated from, withdrawn from, or different from the group as a whole. Since members of minorities tend to associate most closely with other members of their minority group, they're more likely to have limited networks, and thus make tempting targets for bullies.
- Here are two examples illustrating the importance of limited networks of close associates. Observation is the first element of the OODA Loop. Since a limited network reduces the ability of the prospective target to acquire information about the bully's activities, people with limited networks are less able to observe their situations, and thus less able to respond effectively. Action is the fourth element of the OODA Loop. Limited personal networks also reduce the ability of prospective targets to act in their own defense, because, for example, they have less ability to secure testimony in support of allegations against their bullies.
- Prospective targets can reduce their attractiveness to bullies by expanding their networks of close associates.
In Part II, we'll examine how and why workplace bullies try to control the tempo of their activities, and how they approach the more general shaping of their environments. Next in this series Top Next Issue
Is a workplace bully targeting you? Do you know what to do to end the bullying? Workplace bullying is so widespread that a 2014 survey indicated that 27% of American workers have experienced bullying firsthand, that 21% have witnessed it, and that 72% are aware that bullying happens. Yet, there are few laws to protect workers from bullies, and bullying is not a crime in most jurisdictions. 101 Tips for Targets of Workplace Bullies is filled with the insights targets of bullying need to find a way to survive, and then to finally end the bullying. Also available at Apple's iTunes store! Just . Order Now!
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More articles on Workplace Bullying:
- Responding to Threats: III
- Workplace threats come in a variety of flavors. One class of threats is indirect. Threateners who use
the indirect threats aim to evoke fear of consequences brought about not by the threatener, but by other
parties. Indirect threats are indeed warnings, but not in the way you might think.
- Confronting the Workplace Bully: I
- When a bully targets you, you have three options: accept the abuse; avoid the bully or escape; and confront
or fight back. Confrontation is a better choice than many believe — if you know what you're doing.
- How Targets of Bullies Can Use OODA: II
- To make the bullying stop, many targets of bullies try to defend themselves. But defense alone is not
sufficient — someone must make the bully stop. That's why counterattack is much more
likely to work.
- Workplace Bullying and Workplace Conflict: I
- Bullying is unlike other forms of toxic conflict. That's why the tools we use to address toxic conflict
simply do not work for bullying. In this Part I, we contrast bullying and ordinary toxic conflict.
- Manipulators Beware
- When manipulators try to manipulate others, they're attempting to unscrupulously influence their targets
to decide or act in some way the manipulators prefer. But some targets manage to outwit their manipulators.
Forthcoming issues of Point Lookout
- Coming February 28: Checklists: Conventional or Auditable
- Checklists help us remember the steps of complex procedures, and the order in which we must execute them. The simplest form is the conventional checklist. But when we need a record of what we've done, we need an auditable checklist. Available here and by RSS on February 28.
- And on March 6: Six More Insights About Workplace Bullying
- Some of the lore about dealing with bullies at work isn't just wrong — it's harmful. It's harmful in the sense that applying it intensifies the bullying. Here are six insights that might help when devising strategies for dealing with bullies at work. Example: Letting yourself be bullied is not a thing. Available here and by RSS on March 6.
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