This is what it is like out there

This story from the New York Times outlines how people fall into the bully’s trap and become complicit - a dynamic that is played out in most work environments. The Spotted Pig chef finally speaks about her role in the abuse scandal that has enveloped her and her partner, Ken Friedman. The rampant abuse and incredible web of fear and toxicity woven into this workplace mirrors what goes on across North America. 

This serious issue extends across the pond as well. British Parliament is populated by sexual harassers according to a government report. This Washington Post article spells it out and shows how deep-rooted this problem is. Fortunately, people are beginning to take notice and fight back.

In my book, From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire, I discuss all aspects of bullying in the workplace. If you are experiencing, witnessing, or acting as a bully, this book gives practical advice on where to put your next foot.

Are Uber drivers better off without a human manager?

This piece outlines  how Uber drivers are controlled by an algorithm where they are constantly under surveillance, automated manipulation and threats of ‘deactivation’. Uber has totally taken out the human element in leading and managing their drivers. 

While this may seem like an inhuman way to lead and manage, Uber drivers may be better off than the majority of North American workers. In a Mental Health America/Faas Foundation survey of over 20 thousand respondents called ‘Mind the Workplace’ we found that human managers do not manage. Specifically, we found:

. Only 17 percent feel that their company appropriately deals with coworkers who are not doing his or her job. 

. Only 36 percent feel that if things get hard their supervisor will support them.

. Only 28 percent feel that people are held accountable for their work.

. 77 percent feel that people are being unfairly recognized while others with better experience or skills don’t get recognized.

Given these appalling statistics, it begs the question - ‘Are those who are managed by an algorithm better off than those who are managed by a human?’

A license to abuse and lie

The Kavanaugh hearing and his resultant appointment to the Supreme Court of the United States is evidence that we have lost any ground we may have gained in being able to report sexual abuse and harassment without anonymity.  

Leaders may entertain complaints and questions, but answers from victims will be dismissed as meritless. People, especially men, continue to have free license to carry on in their criminal ways with little worry of negative consequences. Victims continue to be bullied and the perpetrators’ lies are believed and honored. 

In my book, ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire’, I explain and advise how to manage abuse in organizations for leaders, victims and bystanders. Being aware of these dynamics and what to do has never been more crucial to living a fulfilling life instead of one filled with fear.

Think about your wives; think about your daughters

In this Washington Post article ‘Trump mocks Kavanaugh accuser Christine Blasey Ford’, the sad reality is we have become numb to whatever comes out of Trump’s mouth. At a political rally yesterday, when he called out to his adoring howling mob to “think about your husbands, think about your sons”, he basically threw the wives and daughters under the bus, and the mob cheered. SAD

A coverup – that’s what happened

This Globe and Mail story on what happened at the Mendelssohn Choir is what has happened in most situations where harassment and abuse has been exposed. The fact that Noel Edison’s behaviour had been brought into question on a number of previous occasions and no action was taken is concerning.

As in many such situations that are choking the headlines today, the first response by boards of directors and senior executives is they were not aware. In most situations they were aware and covered it up. If they weren’t aware, they certainly should have been. Acknowledging that they were not aware is an acknowledgment of incompetence, as in most cases the situations were open secrets.

The world is laughing

Laughing at the world’s most powerful man is laughing at the world’s most powerful nation. The reason for the laughter, as is reported in this Washington Post article, is no laughing matter; yet the laughter is entirely warranted.  

In the work I do in organizational dynamics, I have found that when a leader loses the respect of those he or she is responsible for, in most cases, employees making fun of them (gallows humour) is their only outlet. 

Bully bosses fear being made fun of and laughed at because it diminishes their stature and power. KEEP LAUGHING WORLD!

Losing your soul and dignity

This CNN clip of Ted Cruz being confronted about his decision to now embrace a man who made derogatory comments about his wife and father portrays a man who would do anything to maintain his power and control.  

One can only imagine what his wife is going through. Cruz’s father’s silence on his son’s embrace of a man who accused him on being complicit in the murder of President Kennedy is as perplexing as the embrace.

Self-pity and outrageous denialism

As described in this Washington Post opinion by Erik Wemple, the ouster of the New York Books editor because he published Jian Ghomeshi’s essay - a feeble attempt to make a comeback - was highly appropriate. The editor was obviously sympathetic to the “boring self-pity and outrageous denialism” of a serial sexual predator who has no sympathy for those he violated. 

 Ghomeshi still maintains that he was fired from his high-profile position with CBC, the Canadian Broadcasting Corporation, because of his alleged sexual deviances outside of the workplace, something he was acquitted for. 

What is hidden by him and the media is the real reason for him being fired. He bullied, harassed and abused people in the workplace. Ghomeshi does not deserve any pity until such time he genuinely expresses remorse for those lives he has ruined. Unfortunately, like most high-profile sexual abusers, his ego won’t allow it.

Did we learn anything from the financial meltdown?

This is the 10th anniversary of Wall Street’s financial meltdown. In my book, ‘From Bully to Bull’s-Eye: Move Your Organization Out of the Line of Fire’, I indicate that the collapse could have been avoided had people in the know come forward. 

This also marks the 10th anniversary of my involvement with into the whole arena of bullying in the workplace and the incivility and injustice that has resulted. Unfortunately, in terms of people feeling comfortable about exposing wrongdoing, we have regressed because in each and every one of the stories we hear every day, most have been longstanding open secrets, which suggests that although people internally talk about wrongdoings, the fear of either speaking to those in power and/or exposing injustice is still very much there.  

To avoid the next catastrophe, organizational leaders need to change their cultures so that they hear what they need to hear to avoid the risk of getting exposed.

It’s your culture, stupid.

While this Washington Post article focuses on the media’s #MeToo problems and the assertion that their problems will continue until its culture changes. This challenge applies to every sector in our society. 

Just recently, Jeff Fager – producer of ’60 minutes’ – resigned amid sexual harassment allegations just three days after CBS CEO Leslie Moonves resigned and less than a year after Charlie Rose’s departure. 

Until the media changes their cultures, their credibility in reporting on institutional wrongdoings, including abuse and harassment, is at risk. The media have a responsibility to be role models in fostering cultures that are diverse, inclusive, fair and safe (physically and emotionally). Until they get to that point, they have no business in reporting or giving opinions on wrongdoings in other institutions.