We began exploring rapid-fire attacks last time, emphasizing response tactics that depend on assistance from others. But what if there are no others to turn to? What if others decline to assist? Options for targets depend to some extent on the relative organizational power of attacker and target.
When the attacker has superior organizational power, targets have limited options. Some attackers tempt their targets to "lose it" by leading them to exhibit behavior that justifies organizationally sanctioned disciplinary action. Others intentionally inflict emotional pain. Attackers' motives vary, but for targets of powerful attackers, the only "safe" response — short of transfer or voluntary termination — is tolerating the attacks. To limit opportunities for their attackers, targets should avoid private meetings or other settings free of witnesses. And, of course, log everything.
The more interesting case is the attacker who has little organizational power over the target. Perhaps attacker and target are peers, or close to it. In this situation, the target can choose the tolerance strategy described above, but that's unlikely to persuade the attacker to cease.
By creating conditions that can make the attacker's behavior both obvious to management and harmful to management's goals, the three alternative tactics below can help to convince management to intervene.
- In response to verbal criticisms and attacks, targets can request further detail and criticism. Attackers are unlikely to interrupt such validating queries. Some attackers can thus be seduced into making stunningly outrageous claims and demands.
- When the attacker demands additional explanations or records, and assembling that information would consume resources management would rather not expend, the target can agree to comply. If a management representative is present, he or she will feel pressure to intervene on behalf of the target to prevent waste. If management isn't present, the target can later seek approval from management, which can compel management to intervene on behalf of the target. In these cases, targets should make clear that the compilation effort will delay other efforts already scheduled.
- In assembling When the attacker has superior
organizational power, targets
have limited optionsthe requested information, targets can include excruciating detail and other ancillary information, so as to compel the attacker to demand further clarification.
- Plopping is a way of ignoring the attacker. Best used before witnesses, plopping can anger the attacker, which might lead to inappropriate behavior. To execute the tactic, the target pauses when interrupted by the attacker, waits for the attacker to finish, ignores whatever the attacker said, and resumes as if nothing happened. In effect, the attacker's words land with a "plop." While this approach seems superficially to be reasonable behavior, it is nevertheless extraordinarily irritating to the attacker. See "Plopping," Point Lookout for October 22, 2003, for more.
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:
- The Costs of Threats
- Threatening as a way of influencing others might work in the short term. But a pattern of using threats
to gain compliance has long-term effects that can undermine your own efforts, corrode your relationships,
and create an atmosphere of fear.
- 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.
- Meeting Bullies: Advice for Chairs
- Bullying in meetings is difficult to address, because intervention in the moment is inherently public.
When bullying happens in meetings, what can you do?
- So You Want the Bullying to End: II
- If you're the target of a workplace bully, ending the bullying can be an elusive goal. Here are some
guidelines for tactics to bring it to a close.
- Strategy for Targets of Verbal Abuse
- Many targets of verbal abuse at work believe that they have just two strategic options: find a new job,
or accept the abuse. In some cases, they're correct. But not always.
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- And on April 8: Intentionally Misreporting Status: I
- When we report the status of the work we do, we sometimes confront the temptation to embellish the good news or soften the bad news. How can we best deal with these obstacles to reporting status with integrity? Available here and by RSS on April 8.
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- The Power Affect: How We Express Our Personal Power
Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.