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Disruptive Behavior: Acknowledge the Problem

Jul 25, 2010
Disruptive Behavior

Kendall L. Stewart, M.D.

Why are leaders hesitant to do this?

None of us wants to admit that bullies torment others in our organizations. We like to think we are above that sort of thing, that we have selected kinder, more civilized folk to serve in our companies. We don’t want to admit that our coworkers don’t feel free to stand up and speak out. We don’t like to admit that we have allowed powerful jerks to get away with it. And we certainly don’t like to admit that, sometimes, we are the bullies ourselves.

Why should you do it anyway?

The evidence is clear. We have a problem. Some of us may have a bigger problem than others, but human nature is still what it is. People in a relative position of power will always be tempted to use that power to intimidate others, and bullying is the preferred way to do it.

How can you do it?

1. Conduct an anonymous survey. Ask every employee two questions: “Have you ever witnessed workplace bullying here?” “Have you been a victim of workplace bullying here?” Administer the survey in a way that no one can figure out who said what.

2. Make the survey results public. Use the data you obtain in a presentation on the topic. Publish the results in the company newsletter. Compare your survey findings with national survey data.

3. Take a public stand. Begin to contain your bullying problem by taking a public position that you will not tolerate disruptive behavior in your workplace. Just saying this is not enough. You must follow through on your commitment.

How have you personally acknowledged the problem with disruptive behavior in your workplace?

4 Comments
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4 Comments

  1. Vicki Noel  •  Jul 25, 2010 @9:00 pm

    While not intending to be “undercover boss” I personally experienced a version of workplace rudeness/indifference while working in another position. I not only addressed the immediate indifference in the moment, but I scheduled an appointment to meet with the bully the next day to share my concerns and how his behavior made me feel. He apologized and stated that he did not realize how he came across and that he would try to be more aware. I know awareness is the first step…but can bully’s ever completely overcome their desire to belittle?

  2. Kendall L. Stewart  •  Jul 25, 2010 @10:57 pm

    Vicki, it depends.
    Bullies can certainly change if they put minds to it and work hard.
    The tendency will always be there, but it can be resisted.
    Creating an environment that contains bullying is the usual best fix.

  3. pbcusc  •  Aug 4, 2010 @1:07 pm

    My experiences have been mainly in the classroom which is not all that different from the workplace except that the participants (students) come and go each term and do not stay on for long periods of time. However, classroom management of distruptive behavior is similar to other areas. I hope this example from a different perspective will be helpful. Note: Most of my graduate students are not young. They are adults, many with families and jobs, so the disruptive behavior is not just “acting out” by teens.

    Distruptive behavior distracts students from learning and creates an environment of wasting time. In my experience, many of the students who are disruptive have a basic hostility or insecurity to “having to take this course.” Research and statistics are considered to be difficult for many students. In other words, they don’t want to be there and fear failure.

    In the group environment where I am trying to conduct class, I will often stop talking and look at the disruptive person(s). Silence follows and then I proceed. My next move is to ask the problem student during a break and aside from others, to talk to me privately after class. I acknowledge the behavior–excessive talking, laughing, eye rolling, etc. and express that it is inappropriate and interferes with student learning. Most of the time this will help to modify the behavior. If it does not, I have another conference and tell the student that if the behavior continues, I will report it to the Dean for further action.

    I am careful to document every conference–time, place, communication, etc. If the disruption stops, I “forget it” and don’t put a record in the student’s file. If it does not stop, I follow through and report it and put documentation in the file.

  4. Kendall L. Stewart  •  Aug 4, 2010 @8:10 pm

    Pbcusc, your careful documentation is one of the keys to success.
    This attaches real consequences to the disruptive behavior.
    Many leaders ignore this important step because, “it is too much trouble.”
    Thanks for sharing your perspective.

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