I was recently at a meeting where there was an unusual occurrence. A multiple level combination vote was taken and one of the voting participants was not certain the recorded vote was reflective of the individuals views. So the individual asked for a clarification of the vote. Level by level in an effort to make the vote clear. The other, Well meaning committee members, trying their best to help, appeared to be, perhaps a little overly assertive. That enthusiasm, to the observers, looked a who0le lot like bullying.
Sadly, as a member of the audience, and to my shame, I was in such shock and denial at the witnessing of the behavior I sat by and said and did nothing. Nothing. Technically, as an observer I am not supposed to do anything yet I am haunted by the realization that I did nothing. So I am doing something now.
I am adapting some of the suggestions of Christine Comaford, a leadership and culture coach I am familiar with. There are many other experts but I am using someone whose work I am familiar with.
As a society we talk about not allowing bullying in school and so it follows that we should not be allowing even the appearance of bullying in the workplace or in leadership roles in our community.
We all avoid uncomfortable situations so in public places we tolerate them, ignore them or pretend it’s a part of the general normal, or sometimes we even think of it as entertainment. We are giving away our rights, compromising our integrity and demonstrating to our children that bullying is acceptable. I can assure you it is not.
But what do we do about it?
How are we enabling a bully when we are the leader? We allow inappropriate conduct during the meeting. It is the responsibility of the leader to clarify what appropriate meeting etiquette is and to make sure it is followed.
The leader does not become a go-between between parties but makes it very clear that they need to work things out together.
The leader does not compromise their integrity by giving voice to their own temper and by inadvertently demonstrating that bullying is acceptable.
The leader must interrupt the pattern. Take a five minute break. Reset the stage by re-stating the reason for the meeting, the progress made and the steps left to be accomplished. Co-create with the group what is to be accomplished within the next 5, 15 or 30 minutes. Establish a consequence if possible. Table the discussion or motion. Request a ruling. Check the understanding of the issue.
Above all else have and demonstrate respect for one another even when your views differ.
Thank you for reading and sharing my blog freely with your family or friends or anyone you think might be interested or in a position to take on some of the suggested projects. Don’t hesitate to contact me for further information. I am happy to pass along anything I can. Together we can make a difference. Email comments on this blog to berylfishbone@yahoo.com View my past columns at http://www.norwichbulletin.com/section/blogs.