Why are Project Managers Targets of Workplace Bullying?
From the Project Management and Workplace Respect Blog
by Paul Pelletier
This blog is dedicated to raising awareness about workplace respect in relation to project management. Workplace disrespect is a worldwide problem that is exceedingly damaging to projects and business. Incivility negatively impacts project success and results in financial, human resources, productivity, risk management, and legal costs.
There are many things PMs and organizations can do to prevent and address workplace disrespect. This blog aims to help guide the way.
Recent Posts
Podcast on Dealing with Workplace Bullies
PM World Journal Editor's Choice Award
What to Do if a Leader is Accused of Harassment
Workplace Culture and Project Success
International Project Management Day Events for PMI Switzerland
Categories
article,
bullying,
Diversity,
Ethics,
harassment,
inclusion,
Leadership,
presentation,
UAE,
webinar,
workplace respect
Date
Who Gets Targeted in a Project?
Unlike schoolyard bullying, people in the workplace are not targeted because they are loners or weaklings without friends. Most likely, they are targeted because of their abilities or likeability and other positive characteristics which may have posed a threat to the bully’s desire for prominence. The perception of threat is entirely in his/her mind, but it’s what he/she feels and believes.
In the writer’s opinion, project managers are often perceived as threats because, by definition, they are bringing about change or because they are drawing resources toward their project – likely away from the bully or other projects. Also, most projects occur in organizations where project team members report, not only to the project manager, but to a line manager as well. This dual reporting promotes conditions where multiple people, who often have competing agendas, task project team members. This environment presents added opportunities for bullying behavior.
The Workplace Bullying Institute's research findings from the 2000 WBI Study and conversations with thousands of targets confirms that targets are usually veterans and highly skilled persons in the workgroup. Common attributes of targets often include the following:
- Targets are independent.
- They refuse to be subservient.
- Targets are more technically skilled than their bullies.
- They are the "go-to" veteran workers to whom new employees turn for guidance.
- Targets are better liked.
- They have more social skills and, quite likely, possess greater emotional intelligence.
- Colleagues, customers, and management appreciate the warmth that the targets bring to the workplace.
- Targets are ethical and honest (this is particularly true for PMI members – all of whom have committed to follow the PMI Code of Ethics and Professional Conduct).
- Targets are people with personalities founded on a nurturing and social orientation – a desire to help, heal, teach, develop, and nurture others.
Posted on: August 14, 2015 05:38 PM |
Permalink
Comments (6)
Please login or join to subscribe to this item
Jaycee Krüger
Director | Mhlegahlatini (Pty) Ltd
Heidelberg, Gauteng, South Africa
Always important for the PM to do introspection and ensure he/she is also not guilty of bullying. Thanks Paul - nice article.
Diego Ferrer
Managing Principal| Quant16
Chicago, Il, United States
The research findings are very puzzling to me. You would think that people with the attributes listed would never be targets, especially when colleagues, customers, and management appreciate the warmth that the targets bring to the workplace and are the "go-to" veteran workers to whom new employees turn for guidance.
Paul Pelletier
Project management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting
Vancouver, British Columbia, Canada
Hi Diego - great insight. The answer, however, may be surprising. It is precisely those attributes that create envy, jealousy and a desire to eliminate in the mind of the bully. This isn't about the work - it is about the perception of the bully that someone is a threat. When a colleague is popular, credible, nurturing, a "star" with a great reputation, etc. that is exactly what bullies find threatening. The bully sees this person as a barrier which might prevent them always being in the limelight, their climb up the organizational ladder or worse, being discovered as less competent that others.
Bullies have tremendous negative impacts on projects, teams, finances, reputation and clients and actually prevent work from getting done. What I'm puzzled by is why organizations that have all the information still appear to fail at effectively addressing bullying.
Diego Ferrer
Managing Principal| Quant16
Chicago, Il, United States
You're right, organizations should effectively address this bullying. Thank you Paul!
Paul Pelletier
Project management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting
Vancouver, British Columbia, Canada
You are also spot on Diego - that however is one of the most difficult challenges. Organizations generally have significant difficulty in effectively preventing and managing bullying. The processes and methods for resolving bullying issues are completely different from other HR challenges. There is also a significant awareness and training gap.
With the increase in anti-bullying laws (29 of the US States have passed the Healthy Workplace Bill and there is legislation in effect in Australia, New Zealand, the UK, the EU, Canada and a few other countries), there will be even more pressure on organizations to implement effective mechanisms to prevent and manage this negative influence.
Please Login/Register to leave a comment.
|
"Talk low, talk slow, and don't say too much."
- John Wayne
|
