In a recent edition of Leaders Behaving Badly, the University of Maryland placed multiple members of the men’s football team staff on administrative leave, including head coach DJ Durkin, while the school investigates their role in creating a toxic culture that contributed to the death of offensive lineman Jordan McNair after a football workout.
The ESPN report cited these examples:
- There is a coaching environment based on fear and intimidation. In one example, a player holding a meal while in a meeting had the meal slapped out of his hands in front of the team. At other times, small weights and other objects were thrown in the direction of players when Strength and Conditioning coach, Rick Court, was angry.
- The belittling, humiliation and embarrassment of players is common. In one example, a player whom coaches wanted to lose weight was forced to eat candy bars as he was made to watch teammates working out.
- Extreme verbal abuse of players occurs often. Players are routinely the targets of obscenity-laced epithets meant to mock their masculinity when they are unable to complete a workout or weight lift, for example. One player was belittled verbally after passing out during a drill.
- Coaches have endorsed unhealthy eating habits and used food punitively; for example, a player said he was forced to overeat or eat to the point of vomiting.
There is absolutely no room for that kind of behavior in sports, school, or the workplace. Leaders have to be held to a higher standard.
Bullying is not just verbal or physical intimidation of someone. Especially in the workplace, bullying can manifest itself in many subtle ways. Any behavior you use to intimidate, dominate, embarrass, harass, or purposely make someone feel inferior could be considered bullying.
Here are six subtle ways you may be acting like a workplace bully without even realizing it:
1. You are condescending—When you act in a condescending manner, whether it’s patronizing someone, being dismissive of a person’s contributions, or minimizing someone’s accomplishments in order to highlight yours, you are sending a message that you believe you are superior to the other person.
2. Wounding with sarcasm—I like sarcastic humor as much as the next guy, but there is a huge difference between sarcasm that highlights the irony of a situation and is self-deprecating, versus sarcasm that is intended to belittle and injure another person. Next time you’re ready to drop that witty, sarcastic joke, pause and consider if it will build up the other person or tear her down.
3. Being cliquish—Cliques aren’t only for high school. Unfortunately, many adults carry that same behavior into the workplace. Purposely excluding people from activities is a bullying behavior intended to send the message that “you’re not one of us” and “we’re better than you are.” Trusted leaders look for opportunities to include people so they feel valued and appreciated.
4. Thinking you know it all—Have you ever worked with a person who thinks she knows it all? How annoying is that?! Much like behaving in a condescending manner, acting like you are the all-knowing expert is a way to intimidate others to go along with your ideas or wishes. Just stop it! No one really believes you anyway.
5. Being passive-aggressive—Perhaps one of the most subtle forms of bullying and manipulation, passive-aggressive behavior poisons teams, departments, and organizations. A common trait of bullies is expressing aggression in order to intimidate another person. Passive-aggressive people are bullies who express aggression in indirect ways such as disguising hostility in jokes, stubbornness, procrastination, resentment, or giving just the minimum effort required. I perceive passive-aggressive people as double-agent bullies disguised as victims. Watch out for them!
6. Gossiping—Have you ever considered gossiping as a form of bullying? Probably not, but it easily could be considered bullying, and some experts even consider it a form of workplace violence because it’s intended to harm another individual or group. Why do people gossip? It’s to make themselves feel powerful. The gossiper believes she knows something that other people don’t and she uses that information as leverage to elevate herself above others.
Leaders are charged with bringing out the best in their people. I don’t understand how some leaders, particularly sports coaches, believe that bullying is an acceptable form of motivation. It’s not. It’s belittling, destructive, demeaning, dehumanizing, and does nothing but feed the power-hungry ego of the bullying leader.
If you’re a leader in the workplace, whether it’s in an office, factory, warehouse, construction site, or any other place, make sure you’re not being a bully without even realizing it. You’re better than that and your people deserve your best.
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Randy Conley, Vice President of Client Services & Trust Practice Leader for The Ken Blanchard Companies, offers insights on leadership and trust on his blog, Leading with Trust. You can follow Randy on Twitter @RandyConley.