Workplace Bullying An Overview of an Unacceptable Occupational Hazard A Presentation for the 2009 SOMC Surgical Servic

1. Workplace BullyingAn Overview of an Unacceptable Occupational HazardA Presentation for the 2009 SOMC Surgical Services Seminar Kendall L. Stewart, MD, MBA, DFAPA October 31, 2009

3. What are some examples of workplace bullying? Blaming others without justification Criticizing others inappropriately Treating others differently Talking down to others Exhibiting favoritism Spreading malicious gossip Swearing at colleagues Avoiding or shunning others Shouting at others Humiliating others Being rude or belligerent Making others the butts of unwelcomed practical jokes Hovering over others unnecessarily And so on1,2,3

4. What are some of the consequences of workplace bullying? Stress Frustration Resentment Depression Anxiety Mistakes Demoralization Dread Feelings of hopelessness, helplessness and worthlessness Turnover Shame1,2

5. How big is this problem?1

6. Have you ever been bullied in the workplace at SOMC?

7. Have you ever witnessed workplace bullying at SOMC?

8. Why do bullies do it?(Not that it matters!) They feel inadequate. Bullying others makes them feel special. They have observed others doing it.1,2 They have embraced a pathological work culture. They have often been bullied themselves. They feel entitled to do it. They can get away with it. They are crippled by maladaptive attitudes and behaviors. They have a character flaw. They are not honorable people.

9. Why do victims take it?(Not that it matters!) They are not appropriately assertive. They feel helpless. They feel inferior. They feel others will not like them if they stand up for themselves. They feel pushing back will only make matters worse. They are fearful they will overreact. They believe they are supposed to turn the other cheek. They are used to being treated this way. They do not believe their superiors will support them.

10. Why do leaders tolerate it?(Not that it matters!) They may not know it is happening. They may not be able to document it. They may accept it as a normal part of the work environment. They may be bullies themselves. They may be weak and inadequate leaders.1,2

11. What process should victims follow? Immediately write down exactly how you feel�but don�t share it. Write a �police report,� just the facts, with all emotion out of it and place it in your private files. Ask someone you can trust to tell you the truth whether you are being too sensitive or overreacting. Accept a genuine apology for an atypical transgression. Do not accept an apology for a repeating behavioral pattern. Consider confronting the bully directly. Go to your supervisor beforehand�unless that supervisor is the bully. In any event, go to a trusted manager. Summarize what happened. Go over your options. Invite suggestions. Choose the best option. Deploy that option. Develop realistic expectations.1,2

12. What process should leaders follow? Admit the problem. Admit that any person with relative power will be tempted to bully others. If you have power, admit that you are tempted to abuse it.1 Recognize that bullies will likely behave when they are around you�so you will rare get to observe bullies in action. Don�t be a bully! Stand up to those who try to bully you. Make it clear that disruptive bullying behavior is inappropriate and will trigger unpleasant consequences. Take a stand. Encourage fellow leaders to take a stand and then support them when they do. Tell real stories. Invite careful documentation. Conduct an investigation. Attach consequences to bullying behavior. Discharge persistent bullies.

13. What have we learned? Bullies are a common problem in the workplace�and they are a problem at SOMC. Whether on the playground or in the boardroom, only one thing works. You have to stand up to them. This is not easy, but it is much easier for some than for others. The bully-resistant folks must look after the little kids.1