December 2017
ICPM NewsBriefs
ICPM news updates for December
Dealing with the Office Bully
Bullying.  We hear about it on TV and read it in the news almost daily.  Kids getting pushed around on playgrounds or cyber-bullied through social media.  It saddens and angers us.  We think it will get better for them once they’re older.  Bullying ends when people mature.  But does bullying go away once we are in the workforce?
The answer is no, it does not.  Statistics show that anywhere between 50-75% of employees are affected by workplace bullying as a target or witnessed it.  According to the Workplace Bullying Institute (yes, there is so much an institute was created), workplace bullying is a repeated, health-harming mistreatment of one or more persons (the targets) by one or more perpetrators. It is abusive conduct that is:
  • Threatening, humiliating, or intimidating, or
  • Work interference – sabotage - which prevents work from getting done, or
  • Verbal abuse
But wait, I graduated from high school years ago!  Shouldn’t bullies have grown up by now?  Not necessarily.  The workplace bully is usually not the weakest person in the office looking for attention, but more often the strongest.  They can be a smart, tenured employee, or even someone in a management position.  They’re skilled at manipulation and see everything as a competition.  They will target someone who they feel is a threat; someone smarter in a specific area, has a higher EQ, or respected and liked more.  Before you know it, you hate your job and despise going in every day.
But how do I stop being bullied?  Well, it’s a bit more complex than meeting them out back and roughing them up (though we’d probably love to do that).  Here are four recommendations:
  • Don’t give them a reaction.  What makes a bully happier than getting a reaction out of you?  Find a way to keep your game face on and don’t give them a reaction.  Stay calm, even though I know from experience it’s not easy.
  • Document.  Write down what was said, when it was said, and who may have been around to witness it.  Be as detailed as possible in the event HR needs it for action later.
  • Get some help.  I was a consultant at a company where the director would put me and a few others down and damaged our reputations behind our backs.  As a rule, consultants couldn’t engage the client’s HR department in these matters.  Instead, we talked to another director who watched our backs and was happy to intervene.  Though this person couldn’t solve all our issues, they helped.
  • Call them out.  There are some people out there that don’t even know what they’re doing is impacting you.  Let them know their actions are creating issues for you at work.  Let them know their behavior is not okay and you’re either taking steps to document it or will start if behaviors don’t change.  Follow it up with a conversation with HR. 
ICPM will be Closed Beginning December 20th for the Holiday Season
The Institute of Certified Professional Managers will be closed from December 20th - January 2nd in observance of the Holiday season. We will be returning to the office on Wednesday, January 3rd.
Happy Holidays!  
Congratulations to Certified Manager Bill Davis on his Teaching Excellence Award
Every year Ashford University awards one faculty member of each department the Teaching Excellence award. This year Bill Davis, CM was recognized for the 2017 Forbes School of Business & Technology @ Ashford University Faculty Awards for Teaching Excellence. 
Congrats Bill! 
Educate yourself with a variety of management articles
by Rasmus Hougaard & Jacqueline Carter / December 13, 2017
by Julia Austin / December 13, 2017
by Mark C. Bolino & Anthony C. Klotz / September 15, 2017
 Click to view ICPM's recently Certified Managers (October 16 - November 16, 2017) 
Institute of Certified Professonal Managers