Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
There is a significant amount of discussion circulating about workplace bullying and project bullying. Many have asked the question above. After presenting 2 webinars on the topic and coming to some of my own conclusions, I'm curious to hear what you think.
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In my case, bullying is the way of the world. Most of the organizations here are autocratic and the only way they imagine any work can be done is my NOT listening to the workers or employees and forcing their decisions down their throats. I know and understand the results so produced are the worst ones but interestingly the people running the show celebrate it as if there was n better way of dong the miracles they have achieved. They do not mind how many they have stepped over in this so called success process. Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Thanks for your comment Suhail. That is helpful to know - is it your perspective that in your country bullying is an organizational leadership strategy, a cultural issue or both? Saving Changes...
I totally agree with Suhail. The star performers many times go overboard at the cost of others. Even senior management tend to overlook.
There can be many ways workplace bullying happen. There should be a clear guideline and important is to implement that guideline. Saving Changes...
Paul PelletierProject management key note speaker, author, corporate lawyer, and executive| Paul Pelletier Consulting Vancouver, British Columbia, Canada
Thanks for your comment Pravin. I am a huge advocate of clear and enforced workplace respect policies. In addition, to be meaningful, organizations must properly train all staff so that they understand the policy and ensure that there are fair, safe and effective complaints and conflict resolution processes. This is where I most often see the disconnect. There may be a policy but it isn't helpful if the complaints process isn't working. Saving Changes...
Elizabeth HarrinDirector| RebelsGuideToPM.comLondon, England, United Kingdom
I think some of the reason is lack of strong management. Managers who are not prepared to have difficult conversations either with the person suffering from bullying or to deal with the bully. People just aren't courageous enough. Saving Changes...
Building relationship with your bully without an eye contact. This might be the solution. We understand a bully need not to have a reason for her motivation to bully and it is generally said you cannot relate with a bully and convince her not to bully. So there is no reasoning with bully, so no eye contact. Now if you are struck in a position between devil and the deep blue sea, you will do anything to get out of the situation, may that not be reasonable. SO whatever you attempt is building relationship with the bully at some level, without an eye contact. Saving Changes...
