Resource allocation is also relevant when thinking about happiness and fulfillment. Your time and energy are the resources you allocate to different things over your whole lifetime. So it is important to take a look not only our careers but rather holistically, focusing on our entire lifetime, to really achieve meaning and happiness.
Bullying is unacceptable and it is also surprisingly common in the professional setting. But it is a trait of the human condition- which means there is a good chance that at some time in your career, you'll have to face it. When you do, keep in mind that bullies can only get as far as you let them. So you must be equipped to handle it.
Bullying at work can take many different forms: manipulation, exclusion, and verbal abuse, for example. Because it is frequently subtle and not always overt, it can be challenging to recognize it- which also makes it hard to deal with. It may have negative effects on the victim's physical and mental health as well as their level of job satisfaction and productivity. Additionally, it may produce a toxic workplace atmosphere that might adversely influence the whole group.
If you are experiencing office bullying
If you are experiencing office bullying
The first step you should take is to address the offender. You should make it abundantly obvious that you do not tolerate or abide by that kind of conduct. In your approach, make it clear that you are making an effort to comprehend the reasons for the hostile and toxic behavior. Is it a miscommunication? Is it a miss on your part that prompted a less than ideal response (that you need to clarify is not acceptable for you)?
It is critical to keep track of the instances and make an effort to enlist the assistance of coworkers or a mentor — not to whine, plot, or confabulate, but rather to acquire advice on how to face the circumstance. This is not something you should expect the bully to own. It is you who needs to act and seize take control of the situation. However, some tips from others- not directly involved- on how to handle the interaction might be helpful.
You may also want to consider talking to your HR department to transparently share your view of the situation and your plan to handle it so it is also clear you are not going into battle with a knife between your teeth. Try to bury the hatchet. If necessary, you can also try to find outside assistance from a therapist or support group.
If you witness office bullying
If you witness office bullying
It is critical to keep in mind that the victim can benefit from your assistance. You can provide emotional comfort and encourage them to get assistance if necessary. You can also step in to make the bully realize that their behavior is creating a noxious environment to the detriment of the team. You might wish to think about informing HR or a supervisor if the bullying is serious or persistent.
If you are the leader of a team where bullying occurs
If you are the leader of a team where bullying occurs
You need to take ownership and accountability. It is your team and your people, and they are your first responsibility. If you see this happening, you must act quickly to stop it from developing into a downwardly spiraling state that will affect your entire organization. This is the kind of thing that will quickly spread throughout it.
Obviously, your number one job is to foster an inclusive and respectful work environment and culture and to make it very evident that you will not tolerate bullying in your team. Allowing this to fester will hamper your team’s ability to collaborate and act as the multiplier of your vision and capabilities that you will need to achieve the major things you are all shooting for.
Establish clear expectations for your team and deal with bullying as soon as you detect it. Offer assistance to staff members who are being bullied. Even if the bully is a teammate you believe to be a rising star, you should be prepared to make it clear that this will not work, even if they make threats to leave or actually do. Bullies can run roughshod over the entire team if you let them, and you might find yourself in a situation like that in Lord of the Flies.
It is your responsibility as the team's leader to see to it that the behavior stops and that your team follow suit. The whole organization needs to hear and see this in and from the leader. All high-performing teams have established channels for communication as well as procedures for dealing with undesired or subpar behavior. You must create an atmosphere that makes it safe for the team to discuss the behavior (without going into names or specifics if you can avoid it) as you settle on routines and ways to collaborate.
Remember that your team- and you- deserve to work in a safe and supportive environment.
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Push 'em hard, let 'em win...?
Objectives should not be a check-the-box exercise where you receive (or give) top down prescriptive input on what your objectives need to be. It's also not a "negotiation". It's about aligning everyone's contribution in a productive way that will maximize results.
Adult learning: Not The Same As Your Kids'
How adults learn is very different from how children and teenagers do. It requires a lot more doing, experimenting, and actual, practical application. This is of interest for training and knowledge purposes as well as to maximize the effectiveness of the training we want to give talent we want to develop.