The Truth About Bullies

by Jul 17, 2012

I received the following email from a blog reader. I thought I’d post my response for anyone interested in empowerment.

I need advice on how to deal with jealous bullies who will not respect personal space. I have no tolerance as I have tried to be nice and assertive but they are thick and stupid and as a result I snapped and told one to f%^& off.
How does one tolerate and be assertive when it is constantly ignored?

Dear Reader,

I am going to say some things that you may or may not like, but I feel that I need to be real and honest with you here. It is clear based on the tone of your email that you are extremely frustrated with the situation you have found yourself in. I’m certain most people respond to your question with empathy, and sympathy even. I on the other hand, am going to give you advice that might be a little hard to swallow at first.

Bullies have one motivation – to overpower you.

So take a look at yourself. This is hard. It’s hard to look at ourselves when we feel attacked by someone else. But you cannot control what others do. You can, however, learn to control your own reactions.

In order to do that, you will first need to acknowledge that while you don’t deserve to be treated this way you have indeed allowed the bully to push your buttons. Ask yourself why. Why is this person pushing your buttons? Why do you let him or her push your buttons? After all, you are in control of your own buttons aren’t you?

Next, think about your reaction to the bully. What are you communicating by doing things like using foul language? In addition, be aware of your nonverbal behavior when you are in the same room with the bully. What does your nonverbal communication say? Are you being proactive by standing with your head held high and your confidence-cap on? Or are you being reactive by blurting out unprofessional words?

Once you’ve been able to identify what part you play in the interaction with the bully, think about how you help the bully meet his or her goals. Again, the bully’s goal here is to overpower you. So how do you help the bully meet that goal? The answer is certainly not “nothing” – you are definitely doing “something”. What is it?? Once you figure that out, you can change your behavior accordingly.

Finally, you’ll need to find a way to detach yourself from these emotions you are feeling. Remember, nobody makes you feel anything – feelings are a choice. They are your choice.

You are not an innocent passerby in your own life. You absolutely have the power to change your situation. Change is a choice. Feelings and emotions are a choice. Your response to the bully is a choice. Choose wisely. The bully is playing mental games with you and you have the mental capacity to win this war. I know you do.

And, if in the end, you can’t seem to get past your anger, then it’s time to leave. Your dignity is worth way more than anything your employer is paying you.

Do you know how much money chronically bad behavior costs your company? Spoiler alert – it’s a LOT higher than you want it to be. Download our data and worksheet to see how it’s costing your organization and what you can do to fix it.

 

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.

Unpopular Opinion: “Open Door Policies” are Just for Show

Most employees don’t feel safe speaking up at work. In fact, research consistently shows that a significant portion of employees, often more than half, hold back concerns, ideas, or feedback because they fear negative consequences. And yet, ask almost any organization...

Employees Afraid to Discuss Work Toxicity?

I just returned from the Ohio Safety Conference (OSC), where I spoke about Why Safety Fails Without Culture & Behavior. In addition to my session, we hosted a booth where we handed out some swag, including copies of my book, Navigating a Toxic Workplace For...

Should HR Come as a Pair? Compliance vs. Strategic HR

Have you ever noticed how small most HR teams are in comparison to everything they’re expected to do? In many organizations, HR makes up only about 2% of the workforce. Yet they’re responsible for the business’ most valuable asset - PEOPLE. That means culture and...

AI Prompts for Busy HR and Leaders Building Civil Cultures

You don’t struggle creating and managing a positive culture because you don’t care about it. You struggle because you don’t have the time. Between performance issues, leadership coaching, hiring, compliance, and “one more urgent fire,” culture work often gets pushed...

An Important Survey Question You’re Not Asking

Employee Appreciation Day is March 6th here in the United States, and with it often come social events, catered lunches, swag bags, and gift cards. It’s kind of annoying, if you ask me.  Not because you shouldn’t appreciate your people, but because leaders are fairly...

Hear From the Experts: What Really Happens in Upstander Training

We can tell you that our Upstander Training Toolkit really works in our emails. But the most powerful proof comes from our expert facilitators who deliver this very same training to our own clients. Dr. Toni Herndon and Dr. Bob Berk have facilitated this program to...

Why Organizations Create Toxic Rockstars (And How to Stop Them)

Research shows that more than 70% of employees report experiencing incivility or disrespectful behavior at work, and over half say these behaviors reduce their productivity and morale. Meanwhile, almost every HR or people leader has heard some version of these...

7 Questions to Answer Before Launching a Training Program

Organizations spend a staggering amount on training, yet the results often fall short.  In the United States alone, organizations invested $102.8 billion in training in 2025, up from $98 billion in 2024, yet research consistently shows that only 10–20% of training...

Is Your L&D Equipped to Support a Healthy Workplace?

Learning and Development (L&D) teams are drowning in activity. Leadership academies, compliance refreshers, microlearning libraries, LMS migrations, another platform, another rollout, another “strategic priority.” Motion is constant and it may be keeping your...

Culture Eats Your Policies for Breakfast

If I see or hear the quote, “Culture eats strategy for breakfast,” by Peter Drucker one more time, I might vomit. Everyone loves this phrase, but I’m convinced no one knows what it even means. If they did, Civility Partners would be out of a job. While I haven’t read...