In an effort to avoid lawsuits and low employee morale, managers encourage victims and bystanders to see the bullying situation as never being their fault. However, if bullying is fostered by unhealthy organizational environments and toxic workplaces, then the very existence of the bully triad is a system problem and not necessarily an individual employee bully problem. Organizational wellness requires support from the top down, especially when it comes to change that focuses on supportive relationships, feedback, and conflict resolution. In a bully triad, members switch roles and often learn the dysfunctional responses that work during a bully event. Seeing the bully triad as a group in need of assessment, care, and realignment will help everyone to see the problem holistically. Micromanaging the bully and making the person an example is a wrong way to seek change in an already toxic work environment. Instead, providing assessment and support for the entire culture will lead to the identification of knowledge gaps that may lead to the development of the right training and creation of a mission-based cultural change.
Finding the Good in the Workplace Bully
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