Speak Up to the Bully: Polly Want a Cracker?

by Jul 21, 2012

Don’t want to speak up to the bully yet? Too scared? Too unsure? Don’t worry. There’s actually something you can say that’s not quite a comeback, but it’s not just “taking it” either. It’s called, “Parroting.” You don’t have to feel brave or sure of yourself to do this.

When someone bullies you, either at work, home or school, you just state what happened, or what she said, in a question, without making a judgment about it. This technique allows you to speak up enough so you show the bully you noticed a criticism or a slur, but requires very little courage to pull off. You merely parrot what she just said back to her. Here’s an example.

YOUR BOSS HAS NIT-PICKED ALOT LATELY

You’re collating and binding multiple folders. It’s a process that your boss, Jan, normally pays no attention to. She has never timed anyone else’s work, because everyone, including you, always does this quickly. You’ve noticed she has been nit-picking you for little things for several months, and you’ve never said anything to her about it. You’ve hoped she would stop on her own. And besides, it’s not “that bad.” Maybe she’s been having trouble with her husband or her kids, and it has nothing to do with you. (By the way, these explanations to ourselves only allow bullying to continue.) Today, you finish in your usual amount of time. But Jan decides to criticize you.

NOW SHE’S OPENLY CRITICAL, BUT YOU USE “PARROTING”

“That took you an awful long time. You’re going to have to pick up your pace around here.”

That’s unfair, you think. I’ll try what I read in Abbey’s article the other day.

“I’m taking too long? And I’m going to have to pick up my pace?” You look at her emotionless without confronting orbacking down either.”Yeah, just try to speed it up a little.”

When you parrot back what she’s saying, it’s not necessarily challenging to her. Why? In her own mind, she’s not being that critical of you. To her, there’s nothing wrong with her words. In fact, she may feel she’s hiding her distaste for you rather well. Hearing them back may not sound all that bad to her. It’s the fact that you repeat what she said, not her words, that give her notification you may not quite agree with what she said. It throws her off a little, if it doesn’t completely stop her. She back pedals a bit, “Just so you know, for future reference.”It may not stop her completely. But you’ll have registered your objection for her benefit … and for yours.

WHAT ARE THE BENEFITS TO YOU?

So, what are the benefits to you for doing it this way? First, it shows her you’re not a doormat who will take anything she dishes out. Repeating what she says is both gentle and noticeable. It may discourage more bullying … a little. A little is better than no discouragement. Second, it requires very little thinking on your part. You just use her words verbatim as a question back to her. Very simple to do. You don’t have to be the least bit creative. You don’t have to memorize a comeback. The bully hands you what to say when she puts you down. It’s right there for you to turn back on her with a question. Third, and most important, you don’t feel like a doormat. In fact, you feel pretty good. It feels good to register your opinion, no matter how subtle. It may leave you longing for more of that powerful feeling when you do assert yourself. You may like the way you feel so much that you’ll want to speak up more.

Incivility, bullying, and harassment occur because the culture allows them to. Before starting inclusivity initiatives, you’ve got to stop bad behavior. Take this assessment to determine if your workplace fosters a positive culture.

 

Catherine

About Catherine Mattice

Catherine Mattice, MA, SPHR, SHRM-SCP, is the founder/CEO of Civility Partners, an organizational development firm focused on helping organizations create respectful workplace cultures and specializing in turning around toxic cultures. Civility Partners’ clients range from Fortune 500s to small businesses across many industries. Catherine is a TEDx speaker and an HR thought leader who has appeared in such venues as USA Today, Bloomberg, CNN, NPR, and many other national news outlets as an expert. She’s an award-winning speaker, author, and blogger and has 60+ courses reaching global audiences on LinkedIn Learning. Her fourth book, Navigating Toxic Work Environments For Dummies (Wiley), is available in all major bookstores and where audiobooks are sold.

Do You Want to Share Your Expertise With Civility Partners’ Audience?

Do you have a perspective, idea, or area of expertise that HR professionals and leaders need to hear? We’re opening guest opportunities for professionals who can bring fresh thinking and practical value to the Civility Partners community. There are two ways to join...

AI Could Kill Humans in the Next Decade?? Leaders, Here Are 4 Things You Can Do Now

There are headlines you read, shake your head at, and move on from. Then there are headlines like this one: AI could kill all humans within the next decade. It sounds like the plot of a sci-fi movie. Some of the people raising these concerns are building the...

Why Are People So Sensitive? 4 Things Have Changed at Work

“Why is everyone so sensitive these days?” I hear some version of this all the time. Employees are offended by everything. Managers can’t say anything anymore. People need constant reassurance. Nobody can take a joke. Everyone has to walk on eggshells. And usually,...

How to Deal With an Angry Boss in 4 Steps

A few years ago, we published “Three More Brilliant Tips for Dealing with an Angry Boss,” and it continues to get a surprising amount of attention. Apparently, angry bosses aren't going out of style. So we figured it was time for an update - not because you need five...

3 Signs Toxic Leaders Have No Idea They’re Toxic

Wait… before you come for me, hear me out. As a coach who specializes in working with leaders who engage in toxic behavior, I’ve noticed a pattern that might surprise you: toxic leaders aren’t always the villains we assume they are. I know. Stay with me. When you hear...

Wait… HR Made Workplace Bullying Worse?

You’ve got a lot on your plate. Employee relations, compliance, performance issues, culture, and the occasional grown adult who apparently needs to be reminded not to terrorize their coworkers. Making workplace bullying worse certainly isn’t supposed to be on the...

3 Culture Band-Aids That Create Bigger Organizational Risk (And What to Do Instead)

Netflix recently found itself in the headlines for all the wrong reasons. According to a recently filed lawsuit, a Netflix executive participated in a company retreat that included a "vulnerability-trust exercise." During the exercise, he disclosed that he had...

Join our Workplace Intelligence Series + Office Hours

Every day, you are expected to solve increasingly complex workplace challenges. A bullying complaint lands on your desk. A high performer is damaging team morale. Burnout continues to climb despite your wellness initiatives. Managers struggle with difficult...

Do Your Managers Create an “Us vs. Them” Mentality? Here’s How to Know and What to Do About It.

Every organization has heard some version of it. "Don't shoot the messenger. This came from corporate." "I know it doesn't make sense, but that's what leadership wants." "I'm just telling you what they told me." Most managers think they're being empathetic when they...

4 Mistakes That Turn a Necessary Layoff Into a Culture Crisis

Most leaders think the layoff is the hard part. It isn't. The difficult conversations, severance packages, and notifications are emotionally draining, but they aren't where organizations win or lose their culture. The real challenge begins the next morning, when...