Passing pain, casting blame cost time and money

Is the “Passing the Pain Game” costing your company time and money?  Some examples of the game: To read the rest of this article from the Washington Business Journal, see: Passing pain, casting blame cost time and money http://washington.bizjournals.com/washington/stories/2004/09/13/smallb7.html

For details, see the original article.

• A customer reams out a salesman.  Part of a job wasn’t done the way the customer wanted.  The salesman doesn’t know what went wrong but he doesn’t want the blame.  He placates the customer by exploding and blaming a department he says was responsible.  He tells the customer he’ll have those people fired.  Then he yells at innocent victims in that department.
• A new manager is panicking.  He has to present his project to senior leaders on Friday.  It’s Monday morning and he still hasn’t received information from a manager in another department.  He e-mails her and vents his fear and frustration; he harasses, bullies and abuses her.  He tells her he’s tired of begging, he needs the *&@# information right away, he counted on her and she’s let him down.  What the *&@# is wrong with her?  All in capital letters.  To cover his back, he copies his vice-president.
• A director stomps into a supervisor’s office, scowling along the way and slams the door.  Anxiety and tension spread at the speed of gossip.  People congregate to speculate:  Did she meet with the big bosses yesterday?  Did she get reamed?  Did we mess up?  Who’s going to get blamed next?  Fear spirals, staff finds excuses to be in other areas, productivity tanks.

Other variants are:

• Some players set up other people to fight.  They plant seeds of doubt and jealousy, and enjoy the bloodletting that follows.
• Some leaders specialize in negativity, finding fault, bullying and spreading blame when something goes wrong.  Since no one wants to be the victim of mistakes, everyone carries a “blame thrower.”

Is that game familiar? People feel hurt, scared and angry, and inflict their pain on someone else.  The game is also called, “Who has the rattlesnake?”

How much does the game cost? Try this method of calculation:  Estimate the time you’ve spent dealing with uproars, multiply by the number of people who bring their pain to you, multiply again by the number of innocent spectators you and they draw into the ever widening circle of players, factor in salary and productivity wasted.  Add in a fudge factor for your level of frustration.

Pretty large number, isn’t it?

It’s important to have a code of conduct stating that passing the pain and throwing blame is not acceptable.  But that’s not enough.  Most people already know that.  They just don’t follow the code when they’re suffering, scared, angry or supporting friends in a vendetta.

For example, in one training on this subject, some managers questioned why I was wasting their time presenting information they already knew.  So I showed them the e-mails their department heads had given me, in which these same managers had used their blame throwers on each other.  They had perpetuated an intense game that scorched everyone in their departments and all senior leaders.

The trick is to stop the Pass the Pain Game in everyday behavior.  A few suggestions – see the original article for details:

• Change has to come from the top.
• Companies point to the culture they want when they publish codes of professional conduct.
• Policies and codes are not enough.
• Change begins with individuals committed to adult behavior, and consequences for childish temper tantrums.

Passing the pain and throwing blame are destructive.  Another reason to stop: your boss doesn’t appreciate the pain you’re dumping on him.

Often, individuals need coaching and organizations need consulting to help them design and implement a plan that fits the situation.  To get the help you need, call Ben at 1-877-828-5543.

Kids need to know when they sense the truth

Some people hesitate to acknowledge the truth kids see, know or sense.  Common examples are when kids sense they’re unsafe in the presence of:

• A neighbor or a family friend or relative or someone’s unleashed pet.
• An older kid who lives next door or who’s included in family activities.
• One parent in a divorce or someone at that parent’s home.

Sometimes, adults simply don’t see the truth themselves, but more often, some adults:

• Want to maintain illusions that these close people are not actually dangerous.
• Hold back because they don’t want to say anything bad about someone like an ex or a relative.
• Have a value that it’s wrong to judge a person’s identity as bad or evil.

Some parents hesitate even when the danger is obvious and glaring.

These hesitations are wrong and very damaging to the kids.  Kids need to now that they may be in dangerous situations even at home.  Especially, kids need to know when what they sense is accurate.

Jane’s father had even seen his five year-old daughter yelled at, harassed and verbally and emotionally bullied by the new boyfriend of his ex, Jane’s mother.  So when Jane said she was scared to go there and that the boyfriend was bad to her, he knew her fears were well-grounded.  Jane also said that her mother had said that the boyfriend was a good person.  Obviously, Jane was unsure what to think.  But she knew what she felt.

Jane’s father was a nice person and didn’t want to think of the boyfriend as a bad person, so he hesitated in responding to Jane.  He didn’t want to say that someone was bad.  Also, he thought it was important for a child to see her mother often and to like her mother’s friends.

Get your hierarchy of values and priorities straight.  Jane’s father is missing the point.

1. Jane’s father has conflicting values and hasn’t effectively organized his priorities in a hierarchy of importance.  It may be important to him not to judge or label people as “bad” or “evil,” but more important than that value is the value of protecting his child.  And there’s a way he can intervene without judging the boyfriend’s identity.
2. Jane is unsafe.  She’s being subjected to mental and emotional bullying and abuse.  Her mother may be also.  And both Jane and her mother may be targets of physical abuse already or in the near future.  Jane’s father must intervene effectively even though he may have difficulties because of court ordered divorce requirements or because of the possibility of starting a fight with his ex in court.

Kids need to know when their sense of things is accurate and true. A key step in developing confidence and self-esteem is learning when we can trust our estimations of people and situations even if other people disagree or our self-bullying, “monkey mind” tries to talk us out of what we sense to be true.  Tremendous damage is done to kids when adults tell them not to trust their feelings, thoughts and intuitions.

Jane needs to know that she’s right.  What she estimates as “not safe” and “fear” is accurate.  She should not be talked out of those accurate estimations because of big and meaningless words like “compassion,” “kindness” or “being non-judgmental.”  She must know that she does see the reality of the situation.  Even more damaging than thinking that “love” means putting herself in dangerous and painful situations, if she’s talked out of her feelings, she’ll grow up riddled with self-doubt.

To protect Jane, we don’t need to judge the boyfriend’s identity. Jane, at age five, may think in terms of good or bad, but we don’t have to.

Thinking in those terms is usually a self-motivation strategy.  Some adults generate enough anger to act only if they think in those terms.  Then they often over-react because they’re so emotional.

But we can act simply when we recognize that a situation or person is dangerous.  We don’t need to get into a highly emotional loop that keeps us from acting effectively.  And we don’t need to label people’s identity.  We can simply discern a pattern in their actions no matter what their reasons, excuses or justifications are.

In a way that a five year-old can understand, Jane’s father must acknowledge to Jane that she’s right; the situation is painful, dangerous and scary.  Then he can deal with the difficulties in the situation.  If Jane’s mother is also feeling abused by her new boyfriend, Jane’s father may be able to stimulate her to act without her admitting she’s done anything wrong – which might make it easier for her to act.

But Jane’s father may have to deal with difficulties in order to protect Jane.  Can he get Jane’s mother to get rid of the boyfriend without going to court?  Can he get documented evidence that a court would accept?  Must he get a court-approved psychological evaluation, which would put Jane in the middle of choosing between her parents?

These are not easy choices.  Jane’s father probably needs good legal advice before he begins.

But he must act soon.  He can’t keep putting his daughter in danger.

Since all tactics depend on the situation, expert coaching by phone or Skype helps.  We can design a plan that fits you and your situation.  And build your will and skill to carry it out effectively.

Stop Bullies Who Know-It-All about Cancer

Our beloved four-year-old granddaughter has cancer. She finished surgery and is in radiation-chemotherapy mode.  They say there’s a good chance she’ll live long and prosper.  We grasp that life preserver and try not to cry all the time while we go about fulfilling other responsibilities. Thank you for that gasp and intake of breath.

All the staff at Children’s Hospital were wonderful.  All the families we met there were also kind, considerate, caring and thoughtful.  Disease and death are great levelers – we’re all there because were attached to a kid in trouble.

Almost all our family and friends are also wonderful.  We show up with food, holiday presents for all the kids, baby sitting, prayers, gasps, tears and arms-around sharing of pain and hope.

And then there are the very few know-it-all bullies and the vicious self-bullying that I want to talk about.

A few of the bullying categories are:

1. The religious missionaries. Their theme was that this happened to us because we didn’t belong to the right church or pray to the right God.  Or we carried some hidden sin that we’re being punished for or past-life karma is finally being manifest or bad genes are carried in the family.  And our granddaughter will be saved only if we convert to their correct way.
2. The health missionaries. Their theme is exactly the same in form, but different in content, as the religious missionaries.  This happened because we weren’t pure enough – bad water, not completely organic produce, not pure enough vegetarian or vegan, not enough cleansing of toxins, not pure enough affirmations or thought.  We all know there are some cancers and diseases that are made worse by bad living – smoking, drugs, alcohol, living next door to a leaky nuclear plant – but this is not one of those cases.
3. The political missionaries. Their theme is that the cause of her cancer is global, warming or cooling or environmental pollution, acid rain, fluoride in the water, America as a greedy, decadent, selfish, bad country.
4. The narcissistic, demanding, pushy, abusive, advice-giving missionaries. They give advice as if they know the absolute truth and no one else does.  They’re self-appointed critics who know what we should have done and what treatment we should select.  Often, they once knew someone who had a different cancer but they can predict, on the basis of their wisdom, what will happen in our granddaughter’s case.  They’re righteous in working out their issues and therapy on our bodies.  As if they’re important, not our granddaughter.  Or they’re intrusive strangers focused on their issues, causes and cures.  They think their feelings are important and we must do what they want or else their feelings will be hurt.  They’re throwing more temper tantrums than a four year-old.  As if I should care about their feelings during this time.
5. The emotionless professional bullies. They think emotion is a sign of weakness and maybe they’re upset by public displays.  Especially at work, they’ll look down on you if you cry or they’ll find a reason to get you transferred or fired.  They think robots are better than people.

All these missionaries sound alike, except the fault they focus on is a little different.  Whether their God is out there or their God is in their logic and reasoning, they’re convinced they’re right and they’re fervent and righteous about it.  Because they’re right and righteous, they think they can ignore or trample your feelings.  They think they know what’s best.

Of course, I can see that all these people have reasons, excuses, justifications – they want to help, they’re scared, in our diverse society they don’t know what’s proper, they’re simply awkward in how they try to comfort us, etc.

I don’t care about their problems and issues.  They’re adults.  They should have already learned to be gracious.  I care more about the family  going through it.

Never argue with missionaries and self-appointed critics.  It’s a waste of your time and energy.  You’ll never change their minds. They’re only trying to convert you –they know what’s right.

Some of us might say, “Stop it!” or “C’mon man!” Others will try to teach politely and graciously.  Still others will never talk to them again.

In all cases, we’re not waiting for them to become enlightened and nice.  We’re weeding through all these people and deciding who we’ll keep on our Isle of Song and who’ll be voted off or who must be kept for a while because they’re our workplace bosses.

And, of course, self-bullying kicks in.  It’s all too easy to feel blame, shame and guilt.

1. Should we have observed something wrong sooner?  Could we have been more perfect?  What bad parents they were.  What bad grandparents we are.  It’s our fault.
2. We should have cared more and been more careful.
3. Do we carry a bad genetic seed?
4. What if we’re wrong about the treatment we choose?  We can’t be sure.

None of this is useful.  Sure, there will be genetic testing, but all the rest of those thoughts are simply us making ourselves ride an emotional roller coaster; sometimes at the heights, sometimes in the pits, always being flung around and bruised.  Obsession, self-flagellation, negativity, depression, and loss of confidence and self-esteem don’t help.

What really matters is carrying on the best we can.  And ignoring the bullies or throwing them off our Isle.

You’ll find many examples of these types of bullies in “How to Stop Bullies in Their Tracks,” available fastest from this web site.

During Divorce: Six Things to Tell Kids

During the typical arguing and fighting leading up to deciding to divorce and during the divorce process itself, what should and shouldn’t you tell the kids?  When you think there’s still a chance to salvage the marriage, should you tell them nothing is wrong so they don’t worry?  Should you re-assure them that you and your spouse will be together forever?  In a nasty divorce, should you tell them what a rat your soon-to-be ex-spouse really is?  How can you protect the kids from being scarred and totally messed up later? Whatever you decide, you must deal with each child and situation as unique and design your answer to deal with each child’s questions in an age appropriate way.  And keep adjusting as they grow older.

Think of the process as your needing to peel layers off the children’s concerns.  One concern will lead to another or maybe you’ll return to a previous one.  Saying something one time will not be enough.  You’ll have to return to some issues, depending on the individual, many times.  But don’t make a problem where the child isn’t.

You’ll think very differently if the divorce is amicable or if it’s a nasty, vicious, vindictive power-struggle to the death.  In one case, you’ll probably say “We” a lot while in the other you’ll probably say “I” a lot,.

If it’s an ugly situation, don’t pretend that your ex is perfect.  Be truthful and distinguish between what behavior the kids can count on and what’s just your opinion.  Always ask them to check things out for themselves; like little scientists.  Help them think of reasonable tests; who keeps promises, who’s on time, who are they afraid of, who can they rely on, who blames, shames and guilt-trips?

Some guidelines, not rigid rules:

1. Don’t allow the “Big Lie.” When the children sense that there’s frustration and tension that sometimes boils over into anger, bullying, abuse or violence don’t deny their kid-radar.  Don’t tell them everything’s fine and that they’re wrong.  The most important verification they need is that they’re sensing and seeing reality.  They must know that there is trouble and that they can sense it.  For example, “Yes, you’re very smart, you can sense what’s going on and your radar is accurate.  That skill will help you the rest of your life.  Sometimes, I don’t tell you what’s happening or why, because I want to keep it private or maybe you’re too young to understand yet or I don’t want to upset you unduly.  But I want you to ask me if you worry about anything.”
2. The most important assurance they need is that they can be fine. For example, “I know this can be scary and hard and you’ll have lots of questions.  Over time, I’ll answer them as best I can as we work out our new living arrangements.  But the most important thing is that you dedicate yourselves to having great lives.  Never let anything get in the way of that.  No matter how scared or upset you might get, overcome it.  Make sure that you’ll look back on this tough time as just a speed bump in your lives.  Make sure that you’re not bothered much by it.  Your parents’ fights have nothing to do with you.  You’re not the cause of them.  You’re fine.  We just don’t get along.  Your job is to grow up and get independent and find someone you will get along with.  And that this tough time isn’t a big deal in your life.”
3. Help them overcome uncertainty, insecurity, anxiety, fear and panic. Assure them that you’ll always care for them and take care of them, in whatever way you can.  For example, “We’ll figure out how to be together and be safe and have good times.  I’ll always see that you have the things and the opportunities you really need.  It’s always hard when we’re in a transition or in limbo waiting to see what will happen and you don’t have control.  Your job is to focus on what’s most important for you right now and that’s not the emotional turmoil you’re living in.  The turmoil isn’t your doing.  Your job is to take charge of what you have control over; your moods and attitudes and efforts, which means school.  Make this turmoil as small and colorless in your life as you can.  Don’t step into it; stay outside of it.  This is good training for you in mental and emotional-control.  These are the number one skills you need to learn in order to be successful later in life.”
4. Help them deal with mean, nasty kids who taunt, harass or cut them out. For example, begin with developing their inner strength, “Not having as much money as we did or having some other kids act mean because your parents are divorcing is not really important.  You can be invulnerable.  You may feel like you need to be liked or be friends with those kids now, but when you’re out of school, with 70 years of life ahead of you, you won’t care what those kids think.  You won’t want to be friends with those kids.  More important, you’ll see that they’re acting like jerks and you’ll decide never to care what jerks think.  You’ll have the freedom to go anywhere and be with anyone so, of course, you’ll choose to be with people who love and like you, appreciate and respect you, and who treat you better.”  Follow up by making sure the school principal stops this bullying.
5. Some other questions they might have are: Are all marriages doomed, will I choose the wrong person just like you did, will we kids be split up, can I stay at the same school, will my other parent move far away so I never see them again, whose fault is it, do I have to take sides, will I still have grandparents, will I still get birthday and Christmas presents, can I use guilt or my temper tantrums to manipulate you, will I still have to brush my teeth?  Don’t give into them or give them everything they want because you feel guilty, want them to like you more or think their lives are too hard.
6. Don’t use your kids as your best friends, confidants or therapists. Don’t use them to comfort yourself or as pawns in a vicious struggle.  They’re your kids; they’re not adults or lovers.  Take your emotional pain and baggage somewhere else.  You have to be a responsible adult, no matter how difficult that is.  If you can’t, you should consider making safer arrangements for them.  For example, “This is too painful for me to talk about.  Sometimes I get tired and stressed out, and I blow up or lose it.  I don’t mean to.  When I’m like that, don’t take anything I say seriously.  Suggest that I need a time out.   Your job, children, is to look away and focus on your own tasks so you can have great lives as you grow up.  No matter how hard it is, you have to focus on school and getting skills so you can take care of yourselves when you’re adults.  That’s what’s important.  Your future is what’s most important to me.”

The big message is about the wonderful future they can have.  The big message is that they can/should/must decide to let this roll off their backs.  Even though it’s happening to them, they can be resilient. They can move beyond it and create wonderful lives for themselves.

We adults make a mistake if we worry that when bad things happen, the children are automatically guaranteed to have huge problems later in life.  Looking at them as too fragile and helpless to resist the effects of a difficulty, divorce or trauma is like giving them a terrible thought virus.  It’s easy for them to catch that virus.

Actually, our responsibility is to protect them from that too common virus.  For example, they might tend to worry that since a classmate is so traumatized because their parents are divorcing they’ll be messed up also.  You might say, “No.  You’re strong and wise and brave and you have me to keep reminding you that you’ll be fine.  Stop bullying yourself.  Take power over yourself.  So choose to be fine; dedicate and discipline yourself.  Choose to be successful, no matter what.  That’s my wish for you.”

Tell them stories about ancestors or great people who overcame the same or even worse situations in childhood.  For example, “Don’t be victims of what happens to you.  Be one of the ‘Invulnerables.’  Did you know that a study of 400 great people born in the 19th and early 20th centuries found that most of these people had absolutely horrible childhoods?  Yet they were not destroyed by what had happened; they were invulnerable.  They became much stronger.  They had great lives – including wonderful marriages.  You too, my beloved children, can choose that path for yourselves.  Please do.”

Since all tactics are situational, you’ll need expert coaching rather than just guidelines.  We’ll have to go into the details of specific situations in order to design tactics that fit you and the other people involved.

“How to Stop Bullies in Their Tracks” and “Parenting Bully-Proof Kids” have many examples of kids growing up under very difficult situations and learning to take command of themselves.  For personalized coaching call me at 877-8Bullies (877-828-5543).

Stop Bullies: Girls Bullying Girls

Just as many girls as boys are bullies but girls more often target other girls. Girls do bully other girls physically.  One publicized example is the Florida girls who beat up a classmate and then posted the video on YouTube.

However, most girl-girl bullying is verbal and emotional.  Seven of the nine bullies were girls in the publicized case that led to the recent suicide of Phoebe Prince.  Their attacks on Phoebe were choreographed, strategically planned and relentlessly executed.  The abuse was verbal, physical and through cyber space.

“Mean girls” are masters of catty remarks, put-downs, scorn, mockery, criticism, sarcasm, cyber bullying and forming cliques led by a Queen Bee.  Mean girls are also masters of covert, “stealth bullying;” backstabbing, rumor-mongering, telling secrets, cutting out and spreading gossip and innuendo while pretending to be friends.

Girl bullies often are control-freaks and emotional blackmailers.  Common bullying statements are, “If you don’t do what I want, you’re not my best friend, “ or “My best friend wouldn’t talk to that other girl,” or “You hurt my feelings, you’re a false friend.”  They often set up boys to attack their targets.

Boys tend to use overt physical tactics more than girls.

Girls: it’s easy to tell if you’re being overtly bullied; it’s harder to tell if the bullying is stealthy.  You’re probably being bullied if you’re feeling controlled, forced to do things you don’t want to do, scared of what another girl might do to you, afraid of getting ostracized or ganged up on, or not wanting to go to school at all.  Trust your gut and talk to your parents no matter how reluctant you are.

Parents: the major signs that your daughter is being bullied are unexplained, 180 degree changes in behavior.  For example, no longer talking about school or friends, not wanting to be with classmates, spending all her time in her room, avoiding checking text messages, social web sites or answering the phone, no longer doing homework, not eating lunch at school, stopping after-school activities, wanting to change or quit school, loss of weight, chewing fingernails, not caring about appearance, can’t sleep, nightmares, loss of confidence and self-esteem, emotionally labile (crying suddenly alternating with explosive anger and temper tantrums alternating with despondency and depression – “I’m helpless, it’s hopeless”).  Be careful; teenagers typically go through periods of these behaviors.  Parents must check out the causes.  Be persistent.  Don’t be stopped by initial resistance. If your daughter is being bullied, parents must proceed down two paths simultaneously:

• Teach your daughter how to protect herself.
• Make teachers, principals and school district administrators protect targets.

Bullying at school is rarely an isolated event.  Usually there is a pervasive pattern of overlooking, minimizing, denying, tolerating or even encouraging bullying.  Strategies for how parents can proceed depend on the situations they’re dealing with; especially the people.  The bottom line is that most, but not all, principals want to avoid the subject, do nothing, cover-up with platitudes, avoid law suits and won’t confront bullying parents who protect their darling little bullies.

Beware of principals who think that their primary task is to understand, rehabilitate or therapeutize bullies.  You will have to get other parents involved and be very tactical in order to get principals to act firmly and effectively. There is one absolute “Don’t.”  Every female client and every woman who has interviewed me said that they were verbally bullied when they were young.  Unfortunately, their mothers told them, “Rise above the bully.  That bully is hurting so much inside that they’re taking their pain and inferiority out on you.  Understand and forgive them.  You’re better than they are.  If you act nice enough, people will return your kindness with kindness.”

Every one of these bullied women bears deep wounds including stress, anxiety, negative self-talk, lack of confidence and self-esteem problems.  They also bear an underlying hatred of their mothers for those messages.  Those messages are absolutely wrong.  Mothers must teach their daughters how to protect themselves, not how to act like willing victims.

Remember, the Golden Rule doesn’t stop real-world bullies.  Prepare your daughters for the real-world they’ll face in school, at work, in intimate relationships and with friends.

Stop Bullies at Work: "Energy Vampires"

"Energy Vampires" are bullies at work.  They’ll suck your motivation and drive, and destroy morale and productivity.  But because they’re usually not recognized and labeled as bullies, they’re allowed to flourish. Rather than give a wordy description, let’s identify and label some common examples of their bullying:

Rather than give a wordy description, let’s identify and label some common examples of their bullying:

• The Know-It-All.  He’s right about everything – what the president should do to solve everything, why our sports teams lose, why kids are worse today, what’s wrong with our education, health, and legal system, why the ocean is blue.  Arguing with him is a waste of time and most people have stopped trying.  But just hearing his voice gets you too frustrated and angry to get back to work.
• The Angry Victim.  Her life stinks because everyone picks on her or “the system” is a mess and doesn’t adjust itself to her needs.  She’s indignant if you dare to disagree or if you’re not sympathetic or helpful enough.  If you don’t give her all the credit she wants, you’ll pay.  Since she goes on and on about co-workers and bosses who are jerks, you know she’ll run you down to everyone if you don’t please her.  There’s no reasoning with her; she’s too angry to see anyone else’s side of things.  So you try to be invisible or walk on eggshells.  Of course, you’re too scared to be productive or creative.
• The Blackmailer.  He won’t give you the reports or data he’s supposed to unless you listen to him babble for an hour.  You’d better listen or he’ll bad-mouth you publically as unfriendly and not-a-team-player.  He won’t send things electronically; he insists on lengthy personal contact.  By the time you’ve told four friends his latest antics, you’ve wasted half a day.
• The Mousy Victim.  She’s hurt and weepy, but tries to put on a brave face.  Everything anyone says or does hurts her feelings; she’s a genius at taking things the wrong way.  Her hyper-sensitivity has rallied everyone to come to her defense and cater to her every whim.  She creates a continual soap opera revolving around her hurt feelings.  Everyone must take their precious time and energy to salve her feelings and bring her identified persecutor into line.  The result is another day focused on melodrama instead of work.
• The Loud-Mouthed Bigot.  He frequently makes sexist, racist and other intolerant and vicious remarks about co-workers and anyone else who attracts his attention.  He’s more interested in broadcasting his opinions and winning arguments than in getting work done.  If you engage him, you’ll come away too drained and angry to get back to work.
• The Bore who’s Fascinated With Her Life.  She’s so wonderful and important that you must listen to all the excruciating details of her life – especially the very personal ones about her bodily functions or love-life.  You want to close your door and hide.  In order to appear caring, you almost feel compelled to tell her similar details of your life.  She counts on your politeness not to throw her out.  In this case you feel more slimed than drained, but you’re still too upset to get back to work.
• The Whining Slacker.  He’s lazy and won’t lift a finger to meet deadlines; he’s a no-show at crunch time.  He whines, complains and wants sympathy and help.  Everyone has to pitch in and do his job or the team looks bad.  He’s never grateful and doesn’t return the effort to help others.  Since they keep paying him for slacking, you grit your teeth and feel like slacking also.  Slacking is a communicable disease.

These energy vampires control the turf and productivity plummets.  They leave a wake of frustration and anger; co-workers and managers feel drained by every interaction, like someone took a quart of blood.  And then we go home and drain our families, either by repeating the details of what happened or by taking out our frustration and stress on our loved ones.

These vampires go from team to team, leaving a wake of corpses, but hiding their harassment and abuse behind good-sounding excuses and justifications.  It’s always someone else’s fault and everyone’s against them.

You can’t change a vampire by begging, bribery or appeasement.  The first step in stopping these workplace bullies is to recognize and label them.  You must maintain your individual boundaries, protect yourself from getting emotionally drained or enraged, and get back to work.

Energy vampires can be purged by a concerted effort of managers and their teams.  If you aren’t willing to do that difficult work, you must start looking to work in another department of your company or for a new company.  But wait; there’ll be vampires there too!

Top 10 reasons people form bullying cliques at work

Bullying cliques (or vicious gangs) are apparent early in life.  They’re rampant in junior high school and high school.  You can see the same type of behavior perpetuated in the workplace.  O, the bullying is more harsh and twisted, and the justifications are more slick, but you can see the same ugly bullies, only in bigger bodies. What’s been your experience with cliques at work?

What do you think the top reasons are that people gang up on others?

Do women or men do it more – and to whom?

Typical clique behaviors that create a hostile workplace include, but are not limited to:

• Bullying, intimidation and overt physical violence.
• Cutting out and passive-aggressive attacks.
• Harassment (verbal, physical and sexual).
• Belittling, humiliating, demeaning, insulting, sarcastic comments and contempt.
• Backstabbing, gossiping and spreading rumors.
• Negativity, nit-picking, know-it-all, continual criticism.
• Bad reviews and denial of benefits and promotions.

The top ten reasons I’ve seen people form hostile, nasty cliques at work are:

1. They’re jealous of other people’s intelligence, talent, skill, potential or success.
2. They’re insecure and hate or are threatened and scared by differences and get to feel superior when they disparage other people.
3. They use the clique to gain power, promotions and publicity.
4. They want to attach themselves to the “in” crowd.
5. They feel a thrill at the power of making someone suffer or beg for mercy.
6. They feel justified because the victim did something bad to them.
7. They feel powerful that they’re in control of punishment and retribution.
8. Habits – they grew up that way and don’t know any other way to organize their emotional lives or get what they want.
9. Narcissism and arrogance – “I’m the greatest.  Kneel before me or feel the whip.”
10. It’s human nature.

What are the reasons you see most often?

In another post we’ll go into how to get the coaching you need to stop a clique that’s going after you or a coworker.

Facing a two-faced coworker

My advice was asked on this situation on condition that the author remains anonymous.  What would you do if you faced a two-faced coworker or teammate who treated you civilly in public but attacked you when you were alone?  And no one else in the office knew or would believe you. In public, Bart (fictitious name) smiled and seemed helpful to Fran (fictitious name).  Even though he didn’t know her specialty, he started offering polite, detailed suggestions in an authoritative and convincing way about how she could improve her performance.  Fran felt like she was being micro-managed in a way she couldn’t resist or argue back.  It would take too long to show why his suggestions wouldn’t work and she didn’t think everyone else was really interested.  Other members of the team started to think she was pretty incompetent since Bart knew so much more.

In private, Fran asked Bart to stop being so controlling and making her look bad.  He agreed to, but then he continued to subtly demean her in public.  In addition, he started ignoring her, leaving her out of the information loop, and putting her down subtly in front of others.  Fran again asked him to stop.  Bart said he wanted them to have a good working relationship and suggested a meeting to clear the air.  Fran was initially wary, but he persisted and she agreed.

At the private meeting, Bart told Fran she was the worst person he'd ever worked with.  She wasn’t completely bad professionally, but she had the worst personality he’d ever seen.  He wanted her to treat him with as much friendliness as she treated other people in public.  Fran was mystified because he didn't say who these other people were and she thought she already treated everyone politely and professionally.

He said Fran was bullying him, he couldn't sleep at night because of her, she was just as hostile and nasty as another girl he used to work with and his girlfriend agreed that Fran was bullying him, even though Fran had never met her.  He said he’d been verbally cruel to people in the past, but he didn't want to be with her.  He said Fran was the worst person he'd ever worked with and the worst thing about his otherwise perfect job.

Fran felt scared because nothing like this had ever happened to her before and because Bart said everything very quietly and calmly with a twisted look of pure hate on his face.  He seemed to be enjoying it.  Fran had never seen him look or act this particular way before, so she thought others wouldn't believe her.

He carried on this way for an hour and Fran felt like she was in the presence of a psycho.  She apologized profusely.  He kept twisting the knife.  She said she was sorry for “bullying” him.  He kept twisting the knife.  She asked how she could make things better between them.  He kept twisting the knife.

Since she had to work with him closely, Fran pretended to be his friend from that day on.  She followed up two weeks later to see if he was happier.  He said he no longer thought of her at night, but added that he hated her because of the way she treated him.  He didn’t stop correcting her in public and he continued to sabotage her work.

Don’t waste time psychoanalyzing Bart and Fran or thinking that some trust building exercises, communication techniques or skillful conflict resolution will bring them together.  Fran should realize that she and Bart live on different planets.  She thinks she’s okay and he’s a scary psycho.  He hates her guts, thinks she bullies him and that professional behavior allows him to vent his feelings and hatred.

In her world, she’s faced with a relentless, crazy person who blames everything on her and is out to get her.  In that office, she’ll always feel his hatred shooting into her back.  She’s also afraid he might blow and physically harm her.  She must be willing to skillfully fight a work war against a fanatic or have her credibility and reputation destroyed.  Or leave.  For example; see my article in the Denver Business Journal on winning a work-war.

Notice that every time she tried to please him by taking the blame or being nice, he only twisted the knife more.  Fran’s comment that she never met his girlfriend probably shows that she thinks she can prove her case with reasoning, logic and good will because everyone will listen and be objective.

There are many other variants of the two-faced, bullying colleague.  Some stealth bullies spread rumors and lies behind your back.  Some cut you down behind your back.  Some drive a wedge between you and other people by telling them that you said bad things about them.  These back-stabbers always work in the dark and can’t be pinned down

My books, CDs and coaching can help.

What did Fran do?  Fran secretly hated Bart for what he had put her through.  She didn’t want to become buddies with him.  Also, she didn’t want to waste her time proving to everyone how mean and crazy he was.  Three month's later, she secured another job and left.  Since then, she’s been happy at the new job.

That’s one effective solution to deal with people like Bart, but what will Fran do if she encounters another one.  For example, if she’s highly skilled and competent, she’ll make someone else jealous, scared and angry.  If she’s beautiful, she’ll arouse these same feelings in some other women.

What would you do if you were Fran?