Theory of Mind and Bullying

There are various theories regarding the cause of bullying, such as socioeconomic barriers and restrictions to reward and recognition or different trait theories that suggest that bullies are born, and their environment aids their escalation to power. Some theories also suggest that antisocial behavior, conduct disorders, or possibly sociopathy are the root causes of bullying. Somewhat new is the suggestion that failure to develop a theory of mind may be the cause of bullying. Having a theory of mind is the ability to understand that other people may have different emotions, beliefs, and points of view other than one's own and that a lack of theory of mind may lead to reduced empathy or compassion for others. There has been some research that connects the lack of theory of mind to children with autism or Asperger's syndrome and children and adults who are bullies. The findings of most meta-analyses concerning bullying are that bullies are not homogeneous in their methods or types of bullying, and interventions will require assessment and treatment that is specific to the cause of the bullying event. - Dr. Stewart 

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The Knowledge Bully

The knowledge bully is a bully with the full armor of mastery at their disposal ready to fill in the gaps and to use a one-up-person-ship to gain the advantage over others. The knowledge bully may hide information and silo communication rather than share and collaborate with others. Unmet needs fueled by low self-esteem and self-concept are the catalysts for creating knowledge bullies, and toxic work environments inhibit the healing and growth needed for these bullies to assimilate with other work teams again. Detoxifying work environments begin with the mission and values of the organization and an in-depth look at the reward and recognition systems. -Dr. Stewart pictureyourselfstronger@yahoo.com

Finding the Good in the Workplace Bully

Building Tenacious Victims and Bystanders

Dr. Debra Stewart

Why is it so hard to identify the covert bully in the workplace? Especially when there are employees who endure the behavior but become unresponsive and too inhibited to demonstrate helping behaviors or identify the perpetrator. In the presence of a bully, the behavior exhibited by the victim and the bystander goes beyond apathy to fear-based.  According to Dr. Albrecht, there are five fears common to humans.

Fear Types:
(1) fear of extinction,
(2) fear of body mutilation or invasion,
(3) loss of autonomy,
(4) fear of separation, abandonment or rejection,
(5) ego-death or fear of humiliation, shame, or worthlessness.

Since bullying is a system problem, the diffusion of responsibility to report bully behavior becomes rationalized because of the fears embedded in the workplace culture. As an organization, how do you change workplace fear-based behavior to a tenacious cohesive environment that seeks and values a bully-free work environment? The answer is in evaluating the value and reward systems that foster the embedding of the five fear types into your organizational memories and stories.

Do you have a bully prevention specialist on your team?

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Bullying is a Significant Problem Across all Age Spans

Dr. Debra Stewart

Bullying is a significant problem across all age spans. Bully-type behavior can range from the simplest playground skirmishes to sophisticated misinterpretation or dismissal of personal responsibility toward protecting humankind. Callous-unemotional traits primarily consist of lack of empathy or guilt which could be caused by a variety of developmental disability, environmental factors such as unmet needs, and other inherited conduct problems. According to the American Psychiatric Association's DSM-5 diagnostic manual, bullying is a diagnostic criterion for Conduct Disorder for children and teens and according to research if left untreated may emerge later as psychopathy in adults. Therefore, bullying is a mental health concern that should be taken seriously at every stage of development.

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Lasting Unquestionable Forgiveness

Finding the Good in the Workplace Bully is a book that offers various assessment methods to change organizational culture and to begin the healing process. Examining unmet needs and promoting the removal of certain unhealthy norms that may exist will help reduce the longevity of future workplace bullies and ease the distress of victims and bystanders. More importantly, change will bring about forgiveness so that the very same employees who battled against one another or who were fearful of one another may find the peace to work under one organizational mission again.

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