We conduct meetings to facilitate collaboration. We collaborate because we believe that groups have more and better answers and insights than individuals do. But some meeting chairs take a different approach. Instead of eliciting contributions from everyone, these bully chairs impose their own views on the group, limiting the contributions of the attendees.
To impose their will successfully, they cloak their intentions in the appearance of collaboration. They find ways to make the imposition of their will seem necessary and proper. Here's Part II of a collection of tactics used by bully chairs. See "When the Chair Is a Bully: I," Point Lookout for June 20, 2012, and "When the Chair Is a Bully: III," Point Lookout for July 4, 2012, for more.
- Ejecting those regarded as challengers
- Since bully chairs often have influence over the attendee list, they can sometimes choose not to invite those they regard as troublemakers. If the definition of making trouble is disagreeing with the chair, or criticizing positions that the chair favors, group decision quality suffers.
- When an attendee stops attending, and you suspect that the absence is a result of the chair's actions, the meeting is deprived of the contributions of someone who was initially regarded as a valuable contributor. Log these incidents. They contribute to the picture of the bullying pattern, and they demonstrate how the bullying is degrading the meeting's performance.
- Limiting the participation of those who cannot be ejected
- Social, political, or organizational structures protect some attendees from ejection by the chair. Nevertheless, the chair might be able to limit attendee participation in ways that seem innocent or constructive. For instance, the chair might delegate to a carefully selected "task force" the responsibility for making a recommendation to the meeting as a whole. That recommendation might then be subjected to limited discussion, which constrains disfavored attendees as they try to modulate the recommendation.
- By themselves, these tactics don't support charges of bullying. But in the context of an array of tactics targeted at disfavored individuals, they can be convincing evidence of the chair's abuse of power.
- Abusing technology to limit participation
- A more modern tactic for limiting participation Instead of eliciting contributions
from everyone, bully chairs impose
their own views on the groupof disfavored attendees entails moving meeting discussions to electronic media that the disfavored attendees cannot access conveniently or cannot access with regularity, or which they do not have time to learn how to use effectively. This tactic has the appearance of fairness, but still manages to limit the effectiveness of the disfavored.
- These decisions can help demonstrate the chair's bias if the chair has strongly advocated for using the technologies over the strenuous objections of the disfavored. The chair's actions become more clearly questionable if incorrect decisions result from inadequate airing of issues due to technology-based restriction of the participation of disfavored attendees.
We conclude this examination of the tactics of bully chairs next time, with a discussion of tactics that exploit the form of the meeting. First in this series | Next in this series Top Next Issue
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More articles on Workplace Bullying:
- Hurtful Clichés: II
- Much of our day-to-day conversation consists of harmless clichés: "How goes it?" or
"Nice to meet you." Some other clichés aren't harmless, but they're so common that
we use them without thinking. Here's Part II of a series exploring some of these clichés.
- Confronting the Workplace Bully: II
- When bullied, one option is to fight back, but many don't, because they fear the consequences. Confrontation
is a better choice than many believe — if you know what you're doing.
- What 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.
- How Targets of Bullies Can Use OODA: I
- 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.
- Rapid-Fire Attacks
- 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?
Forthcoming issues of Point Lookout
- Coming June 27: Interrupting Others in Meetings Safely: I
- In meetings we sometimes feel the need to interrupt others to offer a view or information, or to suggest adjusting the process. But such interruptions carry risk of offense. How can we interrupt others safely? Available here and by RSS on June 27.
- And on July 4: Interrupting Others in Meetings Safely: II
- When we feel the need to interrupt someone who's speaking in a meeting, to offer a view or information, we would do well to consider (and mitigate) the risk of giving offense. Here are some techniques for interrupting the speaker in situations not addressed by the meeting's formal process. Available here and by RSS on July 4.
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