Bullying isn’t confined to the workhouses of a Dickens novel. It can also happen in organisations that wear their commitment to respect, kindness, and culture proudly. Even in organisations whose business is helping others to create better workplaces.

I once had a senior leader tell me, with strong conviction, that they approved of bullying. In the conversation that followed, I didn’t think to ask them which aspects of bullying they most approved of.

Was it the abuse of power?
The intimidation?
The harm it causes people?
Or did they simply believe that making people afraid was necessary to achieve results?

While there are leaders who do nothing, it’s no wonder that workplace bullies often end up doing well for themselves. They don’t need to be hooded traitors for their tactics to pay off. Oftentimes, their behaviour is widely known. People talk about it, work around it, and warn others about it.

And yet they continue to be rewarded for it, often with promotions which expand their power over other people. That sends an accurate message about what the organisation that gives them a platform really values, irrespective of their policies and public commitments.

Addressing this behaviour was a big motivation for me in starting Arrisan. And it’s why I want to do something practical for #AntiBullyingWeek.