The Talent Magnet’s Post

🌟 Can You Be "Too Nice" at Work? 🌟 🌟 The Unspoken Reality of Workplace Bullying 🌟 In the corporate world, particularly within the beauty and fashion industries, I've seen firsthand how kindness, humility, and a willingness to help others can often be met with a "side-eye" rather than appreciation. It's disheartening to acknowledge, but many kind-hearted professionals, especially women, (and especially women over 50) find themselves targets of workplace bullying. This issue is not only prevalent but alarmingly common. I've encountered numerous individuals whose genuine kindness and lack of ego have made them vulnerable. Instead of being celebrated for their positive traits, they're often subjected to undermining behavior, exclusion, and even direct harassment. This troubling trend of woman-on-woman bullying needs to be addressed. This is not necessarily a trend --- unfortunately, I have been hearing similar stories directly from the victims for over 20 years. Is it possible to be "too nice" at work? The unfortunate truth is that, in some environments, the answer appears to be YES. This reality is supported by research indicating that workplace bullying disproportionately affects those who are perceived as less aggressive or more cooperative. According to a study published in the Journal of Occupational Health Psychology, individuals who exhibit high levels of agreeableness are more likely to experience bullying and incivility at work. In the beauty and fashion industries, this dynamic is particularly pronounced. The competitive nature of these fields can sometimes foster an environment where kindness is mistaken for weakness, and collaboration is seen as a threat rather than an asset. We must cultivate a culture of respect and support, where KINDNESS is valued and strength is redefined to include empathy and cooperation. As leaders and peers, it is our responsibility to recognize and counteract bullying behavior, ensuring that our workplaces are safe and inclusive for everyone. Let’s stand together to support those who bring positivity and humility to our workplaces. It’s time to celebrate kindness, not punish it. 💪💖 #WorkplaceCulture #KindnessIsStrength #AntiBullying #Leadership #EmpathyInAction #TheTalentMagnet

𝐄𝐩𝐢𝐬𝐨𝐝𝐞 1: Identity (Releasing Friday) Title: Identifying Workplace Bullying: Unveiling the Covert Tactics Identifying workplace bullying is crucial for maintaining a positive and productive work environment. Bullying can manifest in various forms, each presenting unique challenges for identification and resolution. 𝐎𝐯𝐞𝐫𝐭 𝐁𝐮𝐥𝐥𝐲 This individual employs direct aggression, such as yelling or openly criticising colleagues, making them relatively easy to identify due to their blatant disrespect. 𝐂𝐨𝐯𝐞𝐫𝐭 𝐁𝐮𝐥𝐥𝐲 More insidious, the covert bully operates stealthily, spreading rumours or subtly undermining someone’s work, causing psychological harm without overt evidence. 𝐂𝐲𝐛𝐞𝐫 𝐁𝐮𝐥𝐥𝐲 Utilising digital communication tools, cyberbullies harass or intimidate through threatening emails or derogatory social media comments, exploiting the anonymity of the internet. 𝐌𝐚𝐧𝐢𝐩𝐮𝐥𝐚𝐭𝐢𝐯𝐞 𝐁𝐮𝐥𝐥𝐲 Skilled in controlling others for their advantage, manipulative bullies use flattery or deceit, often shifting blame to avoid accountability. 𝐏𝐚𝐬𝐬𝐢𝐯𝐞-𝐀𝐠𝐠𝐫𝐞𝐬𝐬𝐢𝐯𝐞 𝐁𝐮𝐥𝐥𝐲 Expressing hostility indirectly through sarcasm or backhanded compliments, these bullies subtly convey their disdain, making their behaviour harder to recognise as bullying. Listen in to understand how to deal with bully's at work and how to protect yourself. If you are struggling and wish to seek free confidential advice, please contact us. a brand new email and phone service is launching very soon.

How to be a target: “Recent studies suggest that there are six key traits that make employees more likely to be targeted for abuse, including a strong work ethic, a willingness to speak up, and a commitment to teamwork.”

Targets of workplace bullying are often the most creative and innovative employees, with a strong sense of community and a willingness to tackle complex challenges. Yet, paradoxically, these same characteristics can also make them more vulnerable to abuse on the job. So why are top performers sometimes targeted for bullying? According to research by the Workplace Bullying Institute, bullies tend to be controlling, manipulative, and jealous, while their targets are often seen as competent, ethical, and altruistic. But how do bullies choose their victims? Recent studies suggest that there are six key traits that make employees more likely to be targeted for abuse, including a strong work ethic, a willingness to speak up, and a commitment to teamwork. #workplacebullying #inclusion #respectatwork https://lnkd.in/enyxS4Dd

Thank you Mia "In closing, it is important to note that it is not the targets’ fault they get bullied, for the traits they possess are exactly the ones top companies seek in the hiring process. In contrast, the aforementioned list serves as a call to action to enact protective workplace legislation and adopt strict anti-bullying policies in order to retain top performers and cultivate work environments where employees are encouraged to be curious, motivated to be kind, and inspired to innovate solutions to problems that hamper growth and stifle community. Bullies not only damage targets they collapse organizations. Everyone wins in a bully-free workplace (except the bully of course)!"

Leaders and managers need to understand this.

#whistleblowers #workplacebullying "Bullies tend to be interested in appearances. They need the press release to be glowing and the reviews to be solid. If targets point out problems and shortcomings within the organizational walls, bullies may become frustrated by the exposure and shift to blame, shame, and cover-ups. When targets blow the whistle, they will likely be subjected to bullies’ tirades, wrath, and character assassinations with the most probable outcome of targets losing their jobs." https://lnkd.in/dW4-EfcZ

The article finishes with the following sentence: “Everyone wins in a bully-free workplace (except the bully of course)!” Before it explains the differences and the opposites describing the target (of bullying) and the bully. Some opposites resonate more to me, and, maybe, could give you same feelings or remind you similar experiences, that clarify which of the two sides is yours. - Targets tend to exude positive energy. - Bullies may become jealous of targets’ perceived social capital - Targets tend to be community builders, making sure each person feels like he is part of the team - Bullies may be attracted to targets’ kindness and benevolent worldview and set out to take advantage of their good nature and forgiving spirit - Targets possess rich content knowledge and others often seek them out for advice. - Bullies are often intensely jealous of targets’ expertise. - Targets are in competition with themselves, internally motivated to beat their last efforts. - Bullies’ fragile ego, in contrast, typically relies on constant validation for a job well done. They are more interested in public praise than personal growth. - Targets often possess an innate curiosity that calls them to be astute observers of their surroundings. - Bullies are interested in control and power… bullies become frustrated when targets make new connections bullies perceive may weaken their role as gatekeepers. - Targets tend to be altruistic, working to do the right thing - Bullies tend to be interested in appearances. They need the press release to be glowing and the reviews to be solid. #kindinnovation

Over half #Autistic employees experience workplace bullying. And some of the traits listed in this article below can help explain why we are targeted: often curious, positive, specialists, ethical employees. Whilst bullying is a distressing occurrence for all employees it can have particularly severe consequences for autistic people and often sadly leads to unemployment for the individual affected. Autistic people are more likely to be bullied and more strongly affected both psychologically and physiologically. Not only is this an issue of injustice and equity, it’s also an issue of loss. A huge loss for employers and businesses who want and need creative innovators, outside of the box thinkers, and loyal employees. Next time you think about addressing workplace bullying, make sure you consider neurodivergence. #NeurodiversityAtWork #Neuroaccessibility #ActuallyAutistic #ADHD #Autism #WorkplaceBullying #PsychologicalSafety

The statistics you see around autistic #unemployment and #underemployment are no joke. We almost become immune to those numbers from seeing them so often, but behind them are so many people - so many lives. Thank you Adelaide S. for resharing my post on workplace bullying and sharing your story, which is far too familiar to so many in our community. Read more of Adelaide's story here: https://lnkd.in/ed_XPygm So many of my neurodivergent clients come to me in peak burnout and have lost or been forced to quit their jobs due to discrimination, bullying, and abuse. The majority of #Autistic and #ADHD adults who are late-diagnosed only find out after they have lost jobs, or been harmed and have no fight left to give, understandably. We shouldn't have to break to get answers, to get accommodations, to get even a chance at finding an accessible job or employer. Neurodivergence is everywhere. We must create safer, more accessible, and inclusive workplaces from day 1. Not after we finally have a diagnosis (if then at all) and can "prove" our support needs. Make neuroaccessibility a priority for all employees and all of a sudden you reduce the risk of unintentional harm and discrimination to at least 20% of the population. Join me tomorrow LIVE at 12pm AEDT for an introduction to neuroaccessibility on NeuroAccess@Work: https://lnkd.in/e3QwqAwv #NeurodiversityAtWork #Neuroaccessibility #Employment #DisabilityRights #WorkplaceBullying #PsychologicalSafety #TheFutureOfWork #FlexibleWorking #DEIB #DEI