I ran a training session last week for some very successful senior managers of a law firm.
One of the issues that arose, was ‘How do we deal with a bully”?
This bully was loud, aggressive, and hurtful. Three senior managers in the room acknowledged that they had been at the sharp end of this behaviour.
None of them had felt able to tackle the issue. The employee had not been reprimanded in any way.
The junior employees who had witnessed this behaviour had not been ‘counselled’ or consulted in any way.
It’s obvious why no one wants to rock the boat and confront a bully. It takes courage, a leap into the unknown. But to do nothing – who is this serving?
Ignoring the situation did a dis-service to everyone - the bully, who was in pain and needed to vent, and those at the explosive end of her outburst who did not deserve this.
In my session we explored ways that this situation could have been better managed. It required confidence and courage but as managers we have this in bucket loads. Right?
When we looked at the situation compassionately, from the viewpoint of everyone involved, we began to find some real solutions. It’s not about excusing bad behaviour – it’s about tackling it.
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I am a qualified employment law solicitor with over 25 years' experience working for the most part with employers. All businesses are vulnerable to tribunal claims from employees. My firm…
