Confront Your Workplace Reality with Character
You’re almost to the elevator to head down to the company cafeteria and pick up a café latte when you see her coming. There she is, Ms. Bully, head of the Quality Circle department at your prestigious organization. You recognize this leader because you’ve heard many times about the way she mistreats employees in her department. A few of your employees have even confided that they hear buzz that some of her staff is thinking of pursuing legal action because of the environment she’s created. At first, you find it hard to believe, given the results the department promotes in the company newsletter. However, just yesterday, you observed the behavior first hand as she openly reprimanded and callously demeaned a fellow male employee in a cross-functional team meeting and then later blasted the high-performing employee in a group email when distributing meeting minutes. Deep down, you empathized for your fellow management colleague and team members. You know the behavior was inappropriate and that it contradicts the “values” that are often touted by the organization and undoubtedly it needs to be addressed.
As you keep walking toward the elevator, your heart begins beating faster and a knot in your stomach takes hold. Your mind starts racing and you wonder if you should just avoid her for now given the priorities on your plate and pressing deadlines today or take a different route altogether and stay clear of her path. The thought of brushing it off as yesterday being another bad day for Ms. Bully also crosses your mind? At that moment standing inside the elevator she asks, “Going down?” You take a deep breath and step into the elevator. Now what?
If you’re a leader in the 21st Century you know what to do: Model integrity, be respectful, and embrace accountability. For leaders in the 21st Century that means taking responsibility of their management role as Cultural Steward. Taking the steps necessary to foster a work environment based on trust, expand collaborative partnerships and speed innovation in order to strengthen the organization’s Workforce Portfolio, improve employee morale and overall performance.
21st Century Leaders also maintain a high standard of confidentiality, respect and urgency in addressing these situations. They hold a broad view of the organization, are clear on their Cultural Steward role and duty in providing a safe (physically and psychologically healthy) workplace. They recognize that failing to have these conversations costs more in the long run and accept that failure is not an option.
They do the hard work and develop the capacity to connect at a deeper level and courageously confront inappropriate behavior demonstrating credible leadership. Investing externally in executive coaching to help them develop this capacity has become more common, since many well-intended HR departments lack time and resources to offer this level of service to leaders. 21st Century Leaders also ensure understanding of the organization’s Harassment, Workplace Bullying, and Code of Conduct policies as well as the Employee Disciplinary Process. They appropriately engage Human Resources respecting the investigative process and prepare to take it to a higher compliance level if it is necessary.
For aspiring leaders and workers who observe this inappropriate behavior it means taking responsibility and breaking the silence. It takes courage to confront inappropriate behavior against the forces of darkness. However, the issue never gets solved by remaining silent and gets worse if they succumb to toxic behavior. Understand your organization’s Code of Conduct, Harassment Confidentiality and Workplace Bullying Policies and identified reporting procedures. Seek an external coach if it provides emotional support and/or expertise needed in helping you manage through the process. Address your experiences with appropriate parties as outlined in your organization’s Code of Conduct or Workplace Policies and/or the Ethics Compliance Officer.
So the next time you find yourself in an elevator, a meeting (face-to-face or virtually) with Ms. or Mr. Bully, do as 21st Century Leaders do to practice courageous leadership by taking responsibility. And remember, addressing Ms. or Mr. Bully isn’t just for elevators or in meetings, the following tips can be useful any place within your organization that inappropriate and disrespectful behavior is being displayed. Here are a few tips to help you overcome the fear and move closer to healthier outcomes:
Identify and clarify the behavior or attitude you want to confront and the key points you need to make. Prepare a rough draft if necessary, and practice it. Identify what’s at the core of the issue with this individual.
Determine the current impact. What impact is this behavior or attitude having currently? Ask yourself what you feel when this occurs?
Clarify why this issue is important. What might the scenario become six months? Or one year from now if nothing changes regarding this issue? What is at stake for the employee, department, organization, customer, or Board of Directors?
Have you contributed in any way to the problem? Are there any ways in which you, or your team may have contributed to the situation? If so, acknowledge it. If you’ve honestly assessed and are clean, then move on to the next tip.
Ask yourself what you wish to resolve of this behavior or attitude. And describe what the ideal outcome might be. If you were to imagine that this was no longer an issue, it’s resolved, completely, what difference would that make?
Develop an action plan. Do I understand the company’s policies? Do I have an external support system or coach to ensure objectivity? Am I making every attempt to avoid becoming a toxic person? What action steps can I take to turn this around? Who should be involved during the conversation? Might it require me seeking alternative employment if nothing is addressed?
Commit to action. Lead from the front. Step up and stand your values and have the necessary respectful conversations with the appropriate leaders who are assigned by the company to investigate it.
About the author:
©Copyright. All rights reserved. Judy White, President, The Infusion GroupSM, LLC partnering with individuals, leaders and organizations by infusing the 20th Century Workplace and the 21st Century Work Force through values-based people practice consulting and professional coaching services. Visit:http://www.theinfusiongroupllc.com Follow: http://www.twitter.com/InfusionGrpLLC
