Point Lookout: a free weekly publication of Chaco Canyon Consulting
Volume 19, Issue 7;   February 13, 2019: Grace Under Fire: IV

Grace Under Fire: IV


People can be astonishingly inventive when trying to harm others. Some strategies involve driving to distraction the target of their malevolence by humiliating the target and lying about the target's character, deeds, or abilities. Targets who recognize these methods are more likely to be able to maintain composure.
Rep. Nancy Pelosi (D-California), Speaker of the U.S. House of Representatives

Rep. Nancy Pelosi (D-California), Speaker of the U.S. House of Representatives. In a now-infamous meeting with President Donald Trump, Vice President Michael Pence, and Minority Leader of the U.S. Senate Charles Schumer (D-New York), Speaker Pelosi exhibited a superior ability to maintain her composure in spite of repeated verbal assaults by the President, who largely employed tactics including condescension, humiliation, false accusations, and distortions of facts. When his tactics proved ineffective, it was President Trump who lost composure. Watch a video of the exchange.

Photo courtesy the Office of the Speaker of the U.S. House of Representatives.

When someone intends to inflict intense fear, anxiety, or stress on another at work, one set of available strategies involves condescension, humiliation, and lies. Repeated attacks can wear on a person, but targets have a better chance of withstanding these assaults and maintaining composure if they recognize the pattern and the tactics. In that spirit, here are descriptions of three tactics abusers employ to wear down their targets. As in Part III of this series, I use the name Alpha for the abuser and Theta for the target.

A condescending, imperious tone, or badgering and humiliation
Alpha's treatment of Theta might include condescension, an imperious tone, badgering, humiliation, or other forms of disrespect. These tactics are likely intended to generate anger and frustration on Theta's part. Theta might feel compelled to object to these tactics, but if Alpha has designed and executed them carefully, Theta would be unwise to register any kind of grievance or appear to be offended. Such responses by Theta would make Theta appear to others to be "thin-skinned," "argumentative," or "aggressive." Alpha might even claim, plausibly, that Theta's objections were evidence of gratuitous aggression against Alpha by Theta, intended to harm Alpha, who would claim to be innocent of any wrongdoing. This is a tactic I call "reversing the victim."
Offenses of this kind occurring in email or text messages provide Theta with very little that can help in ending the abuse, because they're usually ambiguous enough to avoid capturing the abuser's tone. And often appreciating the power of these messages requires knowledge of context not present explicitly in the messages. That's why Invoking a company grievance procedure, or applying legal means, are strategies unlikely to succeed if they rely on these messages for evidence of abuse. However, recordings (audio or video) are another matter, because they do tend to accurately convey the abuse. Depending on the jurisdiction, making such recordings can be prohibited by law. And company policy might also forbid it. But if Theta can find a way to make recordings without legal risk and without violating company policy, recordings can be very useful in persuading Alpha to cease or in motivating company officials to take corrective action against Alpha.
False accusations
Alpha might Offenses involving condescension
or a disrespectful tone committed
in email or text messages provide
very little that can help in
ending the abuse, because
they're usually ambiguous
accuse Theta of having said things that Theta never said, or having done things that Theta never did. Or Alpha might accuse Theta of withholding information that Theta didn't withhold, or failing to take actions that Theta did in fact take.
Targets can limit the availability of these tactics by creating evidence that they, the targets, did (or did not) take the actions that their abusers claim they did not (or did). Evidence need not meet high legal standards, though of course that would be best. The standard to meet is that the evidence be such as to deter the abuser from using this tactic. For example, to deter Alpha from claiming that Theta failed to report certain information, Theta can report it to Alpha — or even just mention it in passing — during a meeting before witnesses, or enter it into an appropriate tamper-proof, internal online medium with a substantial subscriber base. To exploit these deterrence strategies, targets would do well to become familiar with all channels and media in which they can report information.
Distorting the facts
Alpha might assert to Theta that Theta's performance is substandard or worse, providing "factual" claims to support these assertions. The claims might be complete fabrications, but if Alpha is sophisticated, the claims are unlikely to be total fiction, and more likely to be distorted versions of actual facts. If there are distortions, they're likely subjective distortions or judgments, or claims made about private exchanges that occurred without witnesses. For most third parties, identifying these assertions as distortions might require contextual information that Alpha cleverly omits from the assertions. That is, the assertions are of a kind for which objective refutation on the basis of hard data would be difficult. Alpha's intent is to leave Theta in a state of frustrated rage with little chance of defense against Alpha's outrageously distorted claims.
If Alpha is willing to make stuff up — to lie — presumably Alpha will choose to lie only in ways that don't expose Alpha to risk of being revealed as a liar. If Alpha uses this tactic, Theta would be wise to collect and track all the lies, because the collection might be useful someday in demonstrating a pattern of lying. Moreover, a complete record of Alpha's lies is likely to reveal inconsistencies and contradictions that Alpha cannot avoid, because keeping track of lies is a notoriously difficult exercise [Note 1]. But beyond that, Theta must recognize that it is no longer enough to be a good citizen and to meet all expectations, because Alpha can lie about Theta's performance, or anything else. Theta would be wise to prepare an exit from the situation, if possible.

If the power gap between the abuser and the target is stable or increasing — that is, if Alpha's position in the organization is much more secure than Theta's — Theta is unlikely to obtain any degree of justice from internal organizational procedures. And approaches based on legal protections tend to be successful only if the abuser has blatantly violated specifically applicable laws. Targets unfamiliar with these situations should seek assistance from a coach or adviser unaffiliated with the employer and familiar with the risks and costs that any approach to a resolution might entail. First in this series  Go to top Top  Next issue: Brainstorming and Speedstorming: I  Next Issue

101 Tips for Managing Conflict Are you fed up with tense, explosive meetings? Are you or a colleague the target of a bully? Destructive conflict can ruin organizations. But if we believe that all conflict is destructive, and that we can somehow eliminate conflict, or that conflict is an enemy of productivity, then we're in conflict with Conflict itself. Read 101 Tips for Managing Conflict to learn how to make peace with conflict and make it an organizational asset. Order Now!


Comprehensive list of all citations from all editions of Point Lookout
[Note 1]
The difficulty involved in keeping track of lies arises, in part, from growth in the number of combinations of fictitious assertions that must be kept in alignment with each other and with a set of known facts. That number grows as the square of the number of elements that must be kept aligned. For 10 lies, for example, 45 combinations must be checked for consistency. For 11, 55; for 12, 66; and so on. For most liars, the burden is unsustainable — contradictions are inevitable. Back

Your comments are welcome

Would you like to see your comments posted here? rbrendPtoGuFOkTSMQOzxner@ChacEgGqaylUnkmwIkkwoCanyon.comSend me your comments by email, or by Web form.

About Point Lookout

This article in its entirety was written by a 
          human being. No machine intelligence was involved in any way.Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

This article in its entirety was written by a human being. No machine intelligence was involved in any way.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Conflict Management:

A pair of kayakersTotally at Home
Getting home from work is far more than a question of transportation. What can we do to come home totally — to move not only our bodies, but our minds and our spirits from work to home?
Doodles by T.D. Lee, created while working with C.N. YangDismissive Gestures: III
Sometimes we use dismissive gestures to express disdain, to assert superior status, to exact revenge or as tools of destructive conflict. And sometimes we use them by accident. They hurt personally, and they harm the effectiveness of the organization. Here's Part III of a little catalog of dismissive gestures.
A polar bear, feeding, on landLetting Go of the Status Quo: the Debate
Before we can change, we must want to change, or at least accept that we must change. And somewhere in there, we must let go of some part of what is now in place — the status quo. In organizations, the decision to let go involves debate.
Comparison of energy consumption of compact fluorescent bulbs with incandescent bulbsWhat Insubordinate Nonsubordinates Want: II
When you're responsible for an organizational function, and someone not reporting to you won't recognize your authority, or doesn't comply with policies you rightfully established, you have a hard time carrying out your responsibilities. Why does this happen?
Signing the Constitution of the United States, 1787I Could Be Wrong About That
Before we make joint decisions at work, we usually debate the options. We come together to share views, and then a debate ensues. Some of these debates turn out well, but too many do not. Allowing for the fact that "I could be wrong" improves outcomes.

See also Conflict Management and Workplace Politics for more related articles.

Forthcoming issues of Point Lookout

Three gears in a configuration that's inherently locked upComing April 24: Antipatterns for Time-Constrained Communication: 1
Knowing how to recognize just a few patterns that can lead to miscommunication can be helpful in reducing the incidence of problems. Here is Part 1 of a collection of communication antipatterns that arise in technical communication under time pressure. Available here and by RSS on April 24.
A dangerous curve in an icy roadAnd on May 1: Antipatterns for Time-Constrained Communication: 2
Recognizing just a few patterns that can lead to miscommunication can reduce the incidence of problems. Here is Part 2 of a collection of antipatterns that arise in technical communication under time pressure, emphasizing those that depend on content. Available here and by RSS on May 1.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrendPtoGuFOkTSMQOzxner@ChacEgGqaylUnkmwIkkwoCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

Reprinting this article

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info

Follow Rick

Send email or subscribe to one of my newsletters Follow me at LinkedIn Follow me at X, or share a post Subscribe to RSS feeds Subscribe to RSS feeds
The message of Point Lookout is unique. Help get the message out. Please donate to help keep Point Lookout available for free to everyone.
Technical Debt for Policymakers BlogMy blog, Technical Debt for Policymakers, offers resources, insights, and conversations of interest to policymakers who are concerned with managing technical debt within their organizations. Get the millstone of technical debt off the neck of your organization!
Go For It: Sometimes It's Easier If You RunBad boss, long commute, troubling ethical questions, hateful colleague? Learn what we can do when we love the work but not the job.
303 Tips for Virtual and Global TeamsLearn how to make your virtual global team sing.
101 Tips for Managing ChangeAre you managing a change effort that faces rampant cynicism, passive non-cooperation, or maybe even outright revolt?
101 Tips for Effective MeetingsLearn how to make meetings more productive — and more rare.
Exchange your "personal trade secrets" — the tips, tricks and techniques that make you an ace — with other aces, anonymously. Visit the Library of Personal Trade Secrets.
If your teams don't yet consistently achieve state-of-the-art teamwork, check out this catalog. Help is just a few clicks/taps away!
Ebooks, booklets and tip books on project management, conflict, writing email, effective meetings and more.