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Volume 11, Issue 17;   April 27, 2011: How Targets of Bullies Can Use OODA: I

How Targets of Bullies Can Use OODA: I

by

Most targets of bullies just want the bullying to stop, but most bullies don't stop unless they fear for their own welfare if they continue the bullying. To end the bullying, targets must turn the tables.
A captive zebra of the species Equus quagga (plains zebra)

A captive zebra of the species Equus quagga (plains zebra). There are three species of zebras, but none of them are a match for their predators, which include lions, spotted hyenas, and when crossing rivers, Nile crocodiles. Their foals are also prey of hyenas, dogs, cheetahs, and leopards. Zebras survive against their predators mainly through flight in herds. If a predator manages to isolate an individual and tire it, the probability of survival drops dramatically, because zebras simply cannot match their predators in direct confrontation.

A common metaphor applied to the bully-target dynamic is that of predator and prey. This metaphor is extraordinarily misleading, because unlike actual predators and their prey, bully and target are individuals of the same species. While predators and their prey are differently endowed, bullies and their targets have almost identical capabilities. That's why targets who choose to can use counterattacks very effectively to bring an end to the perpetrator's abusive behavior. Photo courtesy Chaman Singh Verma of the U.S. Department of Energy.

When bullies engage their targets, they do more than humiliate, abuse, or apply violence — they build and maintain their advantage. The bully seeks confrontation only in topic areas and settings where targets are relatively incapable of defense, and certainly incapable of counterattack. "Standing up to" the bully usually fails. To end the bullying, targets must not wait to be attacked. They must seize the initiative to mount an effective counterattack.

Here is a set of guidelines for ending the bullying, using OODA as a guide. In this Part I we focus on seizing the initiative.

Accept that counterattack is essential
Defensive strategies don't work. In terms of the OODA model, the bully seeks positional advantage, and maintains a position "inside the target's OODA loop." That is, before the target can counter a bully's action, the bully will have acted to block the target. For example, bullies know and prevent whatever their targets might try to do in defense, by positioning the target unfavorably in the minds of bystanders, and by readying exonerating explanations for their own behavior. They limit their targets' access to supervisors, wavering bystanders, or information the target could use to support a claim of abuse.
The bully has prepared for and rendered ineffective whatever the target might try to do in defense. That's the main reason why defense is ineffective. Counterattack is essential.
Address your reticence about counterattack
The "D" in OODA stands for Decide. When we consider responding to the bully, we assemble our options and select from among them. Any reticence about counterattack affects not only how we select from among our options, but also the list of options we assemble.
Targets reticent about counterattack tend to consider options biased in favor of defense. They select for execution less aggressive options. Reticence about attacking is healthy in everyday life, but when being bullied, such reticence is self-destructive. Targets who deal effectively with the source of this reticence are more likely to choose effective responses to the bullying.
Mount massively coordinated counterattacks
Counterattacking Counterattacking too feebly
is a common error
targets make
too feebly is a common error targets make. Bullies know that counterattacks are possible, but since they select "easy" targets, they usually expect feeble counterattacks, if any.
Bullies generally don't expect massively coordinated counterattacks. That's one reason why massively coordinated counterattacks are so successful. A massively coordinated counterattack is an attack on multiple fronts, simultaneously. Simultaneity overwhelms the bully's ability to process what's happening, enabling the target to get inside the bully's OODA loop. An example: filing a grievance with your employer, filing a lawsuit against the bully personally, and filing a lawsuit against the employer — all on the same day. The key principle: when you counterattack, escalate to the max. Hold nothing back.

In Part II, we'll examine how targets can end the bullying by focusing on situational awareness.  How Targets of Bullies Can Use OODA: II Next issue in this series  Go to top Top  Next issue: How Targets of Bullies Can Use OODA: II  Next Issue

101 Tips for Targets of Workplace BulliesIs 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!

More about the Zebra Effect

A zebraThe Zebra Effect  [January 31, 2001]
If you're feeling overwhelmed by all the items on your To-Do list, and if you start on one only to realize that you have to tackle three more you didn't know about before you can finish that one, you could be experiencing the Zebra Effect.

A checklistKeep a Not-To-Do List  [December 26, 2001]
Unless you execute all your action items immediately, they probably end up on your To-Do list. Since they're a source of stress, you'll feel better if you can find a way to avoid acquiring them. Having a Not-To-Do list reminds you that some things are really not your problem.

A rowboatFiguring Out What to Do First  [June 4, 2003]
Whether we belong to a small project team or to an executive team, we have limited resources and seemingly unlimited problems to deal with. How do we decide which problems are important? How do we decide where to focus our attention first?

Allied leaders at the Yalta Conference in February, 1945Devious Political Tactics: More from the Field Manual  [August 29, 2012]
Careful observation of workplace politics reveals an assortment of devious tactics that the ruthless use to gain advantage. Here are some of their techniques, with suggestions for effective responses.

More about OODA

George III, King of Great Britain and King of Ireland, 1738-1820What Is Workplace Bullying?  [March 3, 2010]
We're gradually becoming aware that workplace bullying is a significant deviant pattern in workplace relationships. To deal effectively with it, we must know how to recognize it. Here's a start.

A Turkey Vulture and its mimic, a Zone-Tailed HawkBiological Mimicry and Workplace Bullying  [March 31, 2010]
When targets of bullies decide to stand up to their bullies, to end the harassment, they frequently act before they're really ready. Here's a metaphor that explains the value of waiting for the right time to act.

Col. John Boyd, U.S. Air Force, in a photo taken during his time as a fighter pilotOODA at Work  [April 6, 2011]
OODA is a model of decision making that's especially useful in rapidly evolving environments, such as combat, marketing, politics, and emergency management. Here's a brief overview.

A mixed stand of aspen and pine in the Okanagan region of British Columbia and Washington stateHow Workplace Bullies Use OODA: I  [April 13, 2011]
Workplace bullies who succeed in carrying on their activities over a long period of time rely on more than mere intimidation to escape prosecution. They proactively shape their environments to make them safe for bullying. The OODA model gives us insights into how they accomplish this.

A modern roller coaster showing an inverted portion of the tripHow Workplace Bullies Use OODA: II  [April 20, 2011]
Workplace bullies who succeed in carrying on their activities over a long period of time are intuitive users of Boyd's OODA model. Here's Part II of an exploration of how bullies use the model.

A U.S. Marine sniper wearing sniper camouflage gear known as a "ghillie" suitHow Targets of Bullies Can Use OODA: II  [May 4, 2011]
To make the bullying stop, many targets of bullies try to defend themselves. But defense alone is not sufficient — someone must ``Em''make``/Em'' the bully stop. That's why counterattack is much more likely to work.

An Africanized honeybee, also known as a killer beeRapid-Fire Attacks  [August 1, 2012]
Someone asks you a question. Within seconds of starting to reply, you're hit with another question, or a rejection of your reply. Abusively. The pattern repeats. And repeats again. And again. You're being attacked. What can you do?

A Strangler Fig in AustraliaProjects as Proxy Targets: I  [December 18, 2013]
Some projects have detractors so determined to prevent project success that there's very little they won't do to create conditions for failure. Here's Part I of a catalog of tactics they use.

A street sign at Maxwell Air Force Base, AlabamaJoint Leadership Teams: OODA  [December 28, 2022]
Some teams, business units, or enterprises are led not by individuals, but by joint leadership teams of two or more. They face special risks that arise from the organizations that host them, from the team they lead, or from within the joint leadership team itself.

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Related articles

More articles on Workplace Bullying:

George III, King of Great Britain and King of Ireland, 1738-1820What Is Workplace Bullying?
We're gradually becoming aware that workplace bullying is a significant deviant pattern in workplace relationships. To deal effectively with it, we must know how to recognize it. Here's a start.
Gregory B. Jaczko, the Chairman of the U.S. Nuclear Regulatory Commission (NRC).When the Chair Is a Bully: I
Most meetings have chairs or "leads." Although the expression that the chair "owns" the meeting is usually innocent shorthand, some chairs actually believe that they own the meeting. This view is almost entirely destructive. What are the consequences of this attitude, and what can we do about it?
Three gulls excluding a fourthUnrecognized Bullying: II
Much workplace bullying goes unrecognized because of cognitive biases that can cause targets, bystanders, perpetrators, and supervisors of perpetrators not to notice bullying. Confirmation bias is one such cognitive bias.
A demanding managerWhat Micromanaging Is and Isn't
Micromanaging is a dysfunctional pattern of management behavior, involving interference in the work others are supposedly doing. Confusion about what it is and what it isn't makes effective response difficult.
Oakland Coliseum, home field of the Oakland A'sWe Can 'Moneyball' Bullying
Capturing data about incidents of bullying is helpful in creating awareness of the problem. But it's like trying to drive a car by looking only in the rearview mirror. Forward-looking data that predicts bullying incidents is also necessary.

See also Workplace Bullying and Workplace Bullying for more related articles.

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Modern firms in competitive, dynamic markets draw on many types of employer/employee relationships, including contractors. By providing privileges and perks preferentially among these different types, they risk creating a caldron of resentments that can reduce organizational effectiveness. Available here and by RSS on June 4.
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