Dealing with bullies in the workplace is one of those management topics that never seems to grow old, mainly because bullying behavior is probably as old as the workplace itself.
According to the AP, “Moira Cameron—a veteran of long military service—was named a warder at the Tower two years ago. Hers was supposed to be a happy story about how a bastion of male supremacy could become a place where women, too, could serve queen and country. [But] on Monday, embarrassed Tower officials conceded that Cameron had apparently been subjected to a campaign of bullying and harassment conducted by some of her resentful male colleagues. They said two male warders have been suspended and a third is under investigation for suspected harassment of Cameron.”
What constitutes bullying in the ranks of the British Beefeaters? Britain’s Sun newspaper reported that “Cameron’s uniform had been defaced and … nasty notes had been left in her locker.” In addition, the newspaper said that Cameron’s entry in the online encyclopedia known as Wikipedia had been defaced as part of the campaign against her.
I’m sure that it was tough being the first woman to join an all-male group like the Beefeaters, but Moira Cameron seemed to be a great choice to break the gender barrier given that she had served in the British military for more than 20 years, with stints in both Cyprus and Northern Ireland, and, because she doesn’t seem willing to take too much crap from anyone.
“I’ve had some comments,” she said early in her tenure as a Beefeater. “ I had one chap at the gate one day who said he was completely and utterly against me doing the job … I said to him, ‘I would like to thank you for dismissing my 22 years’ service in her majesty’s armed forces.’ ”
It will be interesting to see how the British deal with this incident—who handles HR issues for the Beefeaters, anyhow?—especially since the decision to bring women into what had long been an all-male bastion like the Beefeaters must have been made at a very high level by people who knew the potential for something like this to happen.
Dealing with bullies is always tricky, as we noted here at Workforce.com in this article on “Tips for HR: Dealing With Workplace Bullies,” mainly because “the HR professional must be able to distinguish a bully from an earnest but perhaps difficult or even troubled supervisor.”
It’s hard to imagine anyone being earnest about the abuse being directed toward Beefeater Moira Cameron, but I suppose that’s possible. What is clear, however, is that every manager must be prepped and ready to handle bullies in the workplace because it is a problem that is never, ever really going away.
Bullying, unfortunately, seems to be one of those quirks of human nature that you can’t stamp out. And no matter how much you do to solve the problem in your own workplace, I guarantee that it will pop up again when you least expect it—even at the Tower of London.
Steve is a former EEOC trial attorney and management law firm partner. His Atlanta-based company, ELI, provides “a variety of programs and services that teach professional workplace conduct, helping our clients translate their values into behaviors, increase employee contribution, build respectful and inclusive cultures, and reduce legal and ethical risk.”
He also writes a blog that gets into a lot of legal issues in the workplace, and I found this blog post he wrote this week to be especially insightful given the explosion in social networking and modern communications. I’m happy to share it with you because readers tell us that they always need good workforce legal information, so take a read on this and let me know what you think:
“I’ve wondered when it would happen—for years there have been stories of athletes, proxies for other celebrities, who say and do what they want while their behavior is ignored, minimized or attributed to ‘locker room’ humor or conduct. But the doors of locker rooms, operating rooms, broadcasting booths and boardroom suites are wide open these days; conduct that used to be tolerated in the bastions of such resident ‘untouchables’ is now falling prey to general workplace standards, publicity, business harm and personal penalties.
“Also, ESPN suspended Bob Griese for making on-air disparaging comments about a Latino racecar driver. Almost before I’d finished reading that online scoop, another story broke about Larry Johnson, a Kansas City Chiefs running back who used a homophobic slur on Twitter and while addressing reporters. At the time of this writing, Johnson has been told to stay away from the team while the NFL and the Chiefs complete their investigation.
“What’s happening here is that the transparency of modern communications is preventing such behavior, no matter who the offender, from being swept under the rug, or bed, as the case may be. So the message is simple and direct, not just for those at the middle and bottom but also for organizational leaders and ‘high’ performers.
“As we have taught in Civil Treatment, ‘Guard your words and actions.’ The more public your role, the more cautious you must be. There is no invincibility when conduct is outrageous, unprofessional and uncivil. What’s increasingly obvious is that the issue involving such conduct is not simply legal risk. ESPN’s brand has been harmed by its broadcasters’ actions, and the careers of those involved have been tarnished if not ruined, in Phillips’ case.
“Whether lawsuits are filed and ultimately dismissed or settled is almost secondary. Business and irrevocable personal harm has been done, and all of it could have been avoided if standards of professionalism and behavior had been in place and understood and applied by everyone, at all levels.”
Yes, I’ve heard people prattle on about how it’s unrealistic to think that people won’t get involved with others they work with given how much time they spend on the job. And yes, I also know that just about everyone can point to an office romance that ended up in marriage and true love.
Those things DO happen and I have seen them too, but in my long experience as a boss and manager, the office romances that ended well are few and far between. In fact, I can count the ones that worked out on the fingers of one hand.
“ESPN [baseball] analyst Steve Phillips had a fling with a 22-year-old production assistant,” according to the New York Post, “who, after being dumped, taunted his wife with ‘Fatal Attraction’-like phone calls and a letter that bragged about her sexcapades with Phillips while taking pot shots at their ‘loveless marriage.’ ”
Phillips is a former general manager of the New York Mets who, according to the Post, “admitted having multiple affairs with women while working for the Mets.” Yes, he’s got a track record for fishing in the company pond, and it caused him problems back when he was a baseball executive too.
The current “developments come 11 years after Phillips took a brief leave of absence as the Mets’ GM after admitting to having sex with a team employee, Rosa Rodriguez, who sued him for sexual harassment, a case later settled out of court.”
I won’t go into the details of Phillips’ latest workplace sex scandal (the New York Post does a great job of that), but in the end, it not only got Phillips suspended for a week by ESPN, but he “is now being sued for divorce by his 40-year-old wife, the mother of his four sons,” the newspaper added. In addition, Phillips has deeded the family’s five-bedroom, multimillion-dollar home to his wife as well.
How many stories like the ones surrounding Steve Phillips and David Letterman do we have to hear before the light bulb goes on and people realize that sexual relationships with co-workers are fraught with peril and not worth the trouble and collateral damage they can cause for the rest of the workplace, and the families on the outside too?
And here’s the irony in all of this: You don’t get to be a Major League Baseball general manager, or network analyst, or famous late-night talk show host, unless you have a lot of skill and talent. Both Phillips and Letterman are smart guys who, somehow, outsmarted themselves and ended up doing some dumb things.
I love David Letterman. His late-night talk show is clearly the best of the bunch, and in my mind, he’s followed along in the footsteps of his mentor, the great late-night king, Johnny Carson.
It’s clear to me that David Letterman, highly paid late-night comedian and CBS talk show star, never heard (or conveniently forgot) one of the most basic managerial rules of all—don’t fish off the company pier.
Although many of the details are sketchy, there’s nothing that says what Letterman did was anything but consensual. One CBS Radio report I heard said Letterman was having sex with female staffers in his office, and as bad as that sounds, it’s still legal for consenting adults to engage in such behavior should they choose to do so.
That’s what catches me up, however. Why would any thinking, rational person—particularly someone of Letterman’s stature—choose to put themselves in a compromising position like that?
“While Letterman seems to be in no immediate risk of losing either his family or his job (ratings from last night’s telecast will likely be stratospheric), his troubles may not be over,” Time magazine says. “Having sex with people who were his employees or whom he managed could leave him, or CBS, open to a sexual-harassment lawsuit. It’s certain the comedian has given the network’s lawyers plenty of reasons to be up at night.”
Bosses getting involved with those who work for them is a trend that’s probably as old as the workplace itself. However, it’s fraught with peril and, in my long experience, is almost never worth the risk.
In fact, if you looked at this as a smart businessperson and examined the risk-reward potential, or the ROI of such a relationship, you probably wouldn’t get involved in such a deal at any level. But, that’s applying rational thinking to something that’s clearly an irrational decision.
Letterman has had a lot of drama and bad stuff to deal with in his life, but this is one that wasn’t foisted upon him; it’s trouble that’s self-inflicted. Even if the foiled extortion attempt turns out to be the worst of it, he’s left his many fans wondering just how someone who seems so smart and snappy on the surface can engage in such foolish (and some would say terribly bad) behavior when the office door is closed?
As someone who makes his living skewering other people and joking about their foibles, Letterman’s now going to become the punch line for a lot of manager and workplace jokes.
Who wants to be that guy? No manager that I know of. Yet Letterman, the guy who has publicly reveled in zinging Bill Clinton, Eliot Spitzer and many others for their sexual high jinks, is now going to become the poster boy for bosses behaving badly. That’s called karma, I believe.
And the jokes and zingers about this have already started. As Time magazine solemnly notes: “Letterman has also probably given truckloads of material to other comedians—or even his own writers. Let’s just say he may come to regret calling his company Worldwide Pants.”
Now, let me be clear: I bow to the expertise of the big consulting companies that clearly know what they’re doing and bring tremendous insight and experience to the table. You know the ones I’m talking about—Towers Perrin/Watson Wyatt, Mercer, Booz Allen Hamilton, Aon, Accenture and Deloitte, to name a few. I’ve dealt with all of them, and others, and respect what they do.
No, what I am talking about are the professional consultant wannabes. These are the folks running around masquerading as “experts” and “consultants” and “management coaches” who are just high-paid mouthpieces for the latest hot business trend. Like newly minted MBAs who jump directly into consulting without a single scrap of real-world experience—and I’ve railed before about the silly notion of a 22-year-old “consultant”—these people have no business telling you how to fix or run YOUR business, your career or your life.
I get flooded by press releases and pitches from these people every day, and I can’t tell you how many times I read them and think, “Jeez, I have a helluva lot more expertise than this bozo.”
Don’t remember Jayson Blair? Well, here’s a little refresher on him from 2003, published by his former employer, The New York Times: “[Blair], a staff reporter for The New York Times, committed frequent acts of journalistic fraud while covering significant news events. … The widespread fabrication and plagiarism represent a profound betrayal of trust and a low point in the 152-year history of the newspaper.”
The Times investigation found that Blair “misled readers and Times colleagues with dispatches that purported to be from Maryland, Texas and other states, when often he was far away, in New York. He fabricated comments. He concocted scenes. He lifted material from other newspapers and wire services. He selected details from photographs to create the impression he had been somewhere or seen someone, when he had not. And he used these techniques to write falsely about emotionally charged moments in recent history, from the deadly sniper attacks in suburban Washington to the anguish of families grieving for loved ones killed in Iraq.”
Blair resigned after he was found out, but the harm he inflicted on the newspaper and the journalism profession continues to this day. And that’s why the notion of Blair “working as a certified life coach for one of the most respected mental health practices in northern Virginia,” as the AP story puts it, gives me chills.
Some will undoubtedly say, “Well, who better to coach people on life’s problems than someone who has nearly destroyed their own life?” I understand that argument, but it makes me wonder: Why would you want to be coached, whether in life or in business, from someone who has little or no significant and demonstrable success and experience they can draw on? Yes, everyone has their share of ups and downs in life, but how much wisdom about life are you going to get from 33-year-old serial fabricator like Blair?
There are too many people calling themselves “experts,” “coaches” or “consultants” who have very little in the way of positive credentials or career backgrounds that they bring to the table. They leverage their marginal expertise and frequently misguided notions about what success looks like and pitch it to busy, shortsighted managers and executives desperate for some quick-fix advice.
Well, here’s a little bit of expert advice from someone (me) who has more expert credentials than half the consultants and coaches running around out there: There is no shortcut to success or quick fix for whatever life or management problem you may be looking to solve.
Everybody deserves a second chance in life, but who in their right mind would pay for a fraud like Jayson Blair as a life coach or expert? It just goes to show what I have always said: If you think you need a life coach, it just proves that you need to go out and get a real life—one where you don’t throw good money at faux experts who have little or sensible thinking worth listening to.
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