Over the past few months, several people have reached out to me for guidance and advice on how to deal with bullying and abysmal leadership. WTF? Are we still accepting this? A past client dealt with behaviour that isolated her from her team and work—another one who was being targeted by men in a male-dominated industry. Remember Christine Holgate’s story? I remember speaking with her years ago with tears in my eyes. Horrendous. This needs to stop. This is why we launched the Outstanding Leadership Awards to change the face of leadership – and create and celebrate more kind, courageous and inclusive leaders and leadership. The world needs it more than ever before. A recent LinkedIn poll showed that 92% of the respondents said YES to – “Have you ever been bullied or experienced toxic leadership in your career?”
This is unacceptable!
It is enough. We don’t think so.
What can we do? “It’s Got To Stop” #itsgottostop
Find out more about the “It’s Got To Stop” #itsgottostop movement below and confidently share your story.
Let me share a story. Several years ago, I pitched to a government agency about our incredible women in leadership program. They loved it! Then, they mentioned who they needed to sign off from. When they said his name, I went white. They saw my shock and asked if everything was okay. I replied; I can’t work with you as that man bullied me early in my career, and it was traumatic. They were also shocked and replied that he was doing the same thing to us. We spoke at length about our experiences and how we did and could navigate it. It was horrible. It was hard to revisit it as well. Why is this still acceptable? Have you heard of the new psycho-social hazards and legislation?
What is your story?
What Can You Do?
Addressing poor leadership and bullying requires a multifaceted approach that involves individuals, organisations, and communities. Here are some significant steps that can be taken:
- Education and Awareness: Raise awareness about the detrimental effects of poor leadership and bullying on individuals and organisations. Education can help people understand what constitutes bullying behaviour and its impact.
- Implement Clear Policies and Procedures: Organisations should have clear and comprehensive policies against bullying and harassment, including mechanisms for reporting incidents confidentially. These policies should be communicated to all organisation members, and there should be consequences for violating them.
- Promote a Positive Organisational Culture: Foster a culture of respect, empathy, and inclusivity within the organisation. Encourage open communication, teamwork, and mutual support among employees. Leaders should lead by example and demonstrate respectful behaviour.
- Training and Development: Provide training programs for employees and leaders on leadership, kindness, conflict resolution, effective communication, and emotional intelligence. This is why we do what we do at LeadershipHQ. These programs help individuals develop the skills needed to address conflicts and challenges constructively.
- Support for Targets of Bullying: Ensure that individuals who experience bullying have access to support services, including counselling, coaching and advocacy. Providing a safe space for victims to report incidents and seek assistance without fear of retaliation is essential.
- Hold Leaders Accountable: Hold leaders accountable for their behaviour and actions. Leaders should be role models for ethical behaviour and be held to higher standards of conduct. Organisations should conduct regular performance evaluations that assess leadership effectiveness and interpersonal skills.
- Encourage Reporting and Intervention: Create a culture where bystanders are encouraged to speak up and intervene when they witness bullying. Provide multiple channels for reporting incidents and ensure that reports are taken seriously and investigated promptly.
- Collaboration with External Resources: Work with external resources such as HR professionals, psychologists, and community organisations specialising in bullying prevention and intervention. These resources can provide expertise and support in addressing complex issues.
- Regular Monitoring and Evaluation: Continuously monitor the organisational climate and culture through surveys, focus groups, and other feedback mechanisms. Use this information to identify areas for improvement and track progress over time.
- Legal and Ethical Compliance: Ensure that the organisation complies with relevant laws and regulations regarding workplace behaviour and harassment. Uphold ethical standards of conduct and integrity in all interactions.
By taking these proactive steps, organisations and communities can create environments where poor leadership and bullying are not tolerated, and everyone can thrive and succeed.
“It’s Got To Stop”
The “It’s Got To Stop” #itsgottostop movement is a powerful initiative to combat bullying and promote kindness, empathy, courage and inclusion. The core idea behind this movement is that each individual has the power to stop the cycle of bullying and create a more positive and respectful environment. By taking a stand against bullying and actively promoting acceptance and support, participants in the movement work to create safer and more inclusive communities.
The movement often involves awareness campaigns, educational initiatives, and advocacy efforts to address the root causes of bullying and foster a culture of respect and empathy. It encourages individuals to speak up when they witness bullying, support those targeted, and promote understanding and acceptance of differences.
The “It’s Got To Stop” #itsgottostop movement emphasises the importance of personal responsibility and collective action in creating a world free from bullying and harassment. It empowers individuals to be agents of change in their schools, workplaces, and communities and encourages them to lead by example through acts of kindness, compassion, and inclusion.
Learn more here at It’s Got to Stop!
Share today #itsgottostop and share a photo of you supporting #itsgottostop
By Sonia McDonald, CEO of LeadershipHQ and Outstanding Leadership Awards, Leadership Coach, Global Keynote Speaker, Entrepreneur, CEO, and Award-Winning Author.
Book Sonia today for your 2024 Event, Workshop or Conference!
