I wrote this response to an interesting blog post wherein the author seems to confuse bullying with workplace politics and workplace policies. Keep in mind the power of bullying to do harm and the power of accusations to do both harm and good! What I know to be true is when folks escape bullying situations; they’re joyful to be out. When folks leave political situations, they have an analysis of what’s happened that’s rarely about creating an escape.

Eight Things 2009 Has Taught Me (or Confirmed for Me) About Change

Workplace bullying is a specific, definable, type of behavior that is not about politics, or misunderstandings, or contentious policies and procedures. It’s really about intimidation, harassment, attacks, and a systematic destruction of character and psyche. It’s easy for people in the workplace to make accusations of bullying, just as they can of sex harassment. The function of a good policy and good HR is to tease out the accusations from the facts and then render decisions and interventions that work.

Our job as consultants is to help organizations make these distinctions. In all cases, however, leadership, communication, and management training help to reduce conflicts and expose bullies.