By adopting tactics similar to the mimics of biological mimicry systems, targets of workplace bullies can, in some cases, more effectively defeat their bullies. It takes nerve and smarts, but with Nature's guidance, success is a real possibility. (See "What Is Workplace Bullying?," Point Lookout for March 3, 2010 for a definition of workplace bullying.)
A biological mimicry system involves three roles. The mimic is the organism that indicates, through various means, that it is something it's not. Indications can include coloration, shape, movement, odor, and more. The second role, the dupe is the organism that's deceived. The third role is the model which is the organism or context element that the mimic copies.
In workplace bullying, a target who exploits a mimicry strategy would be a mimic; the model is someone the target copies to deceive the bully; and the bully is the dupe. To see how this works, let's examine a biological mimicry system.
The turkey vulture ranges over much of the Americas. It's a large bird and a scavenger, feeding almost exclusively on carrion. In our example, it plays the role of model. Our mimic is the zone-tailed hawk, whose range overlaps the turkey vulture's. Its plumage resembles the turkey vulture's, but it feeds on terrestrial vertebrates. The dupe is the hawk's prey.
To fool its prey, let's say, a ground squirrel, the hawk soars among turkey vultures, making rocking motions with its wings in the manner of a vulture. The squirrel is fooled, because it feels safe, knowing that vultures seek only carrion. When the squirrel least expects it, the hawk strikes.
Targets of bullies can exploit an analogous strategy. Suppose a bully has been targeting someone. In desperation, the target decides, "I've had enough." Many targets then adopt a common and tragically self-destructive strategy of striking back immediately in small ways. Sadly, this only alerts the bully to the target's change of attitude, and enables the bully to adjust before the target gathers enough strength and courage to be truly effective.
Mimicry An excellent strategy for
bully targets to end the bullying
is not to take any action
at all until all preparations
are completecomes to the rescue. Although the decision to counter the bully's tactics is an essential beginning, the decision alone doesn't make the target capable of stopping the bully. Preparation is required. The target might have to consult an attorney, or gather evidence, or prepare a formal grievance, or assemble witnesses willing to corroborate the bullying charges. These things take time.
Meanwhile, targets can "auto-mimic" — behave just as if nothing had changed. The bullies are therefore not alerted, and thus have no motivation to escalate, or to cover their tracks.
Since bullying might actually continue during this interval, targets often have difficulty concealing the change in their willingness to engage. Self-control is essential. But if the target can dupe the bully until preparations are complete, a surprise counterattack can be very successful. Top Next Issue
Are you being targeted by a workplace bully? Do you know what to do to end the bullying? Workplace bullying is so widespread that a 2014 survey indicated that 27% of American workers have experienced bullying firsthand, that 21% have witnessed it, and that 72% are aware that bullying happens. Yet, there are few laws to protect workers from bullies, and bullying is not a crime in most jurisdictions. 101 Tips for Targets of Workplace Bullies is filled with the insights targets of bullying need to find a way to survive, and then to finally end the bullying. Also available at Apple's iTunes store! Just USD 9.99. Order Now!
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More articles on Workplace Bullying:
- Intimidation Tactics: Touching
- Workplace touching can be friendly, or it can be dangerous and intimidating. When touching is used to
intimidate, it often works, because intimidators know how to select their targets. If you're targeted,
what can you do?
- How Workplace Bullies Use OODA: I
- Workplace bullies who succeed in carrying on their activities over a long period of time rely on more
than mere intimidation to escape prosecution. They proactively shape their environments to make them
safe for bullying. The OODA model gives us insights into how they accomplish this.
- How Workplace Bullies Use OODA: II
- Workplace bullies who succeed in carrying on their activities over a long period of time are intuitive
users of Boyd's OODA model. Here's Part II of an exploration of how bullies use the model.
- Meeting Bullies: Advice for Chairs
- Bullying in meetings is difficult to address, because intervention in the moment is inherently public.
When bullying happens in meetings, what can you do?
- Social Isolation and Workplace Bullying
- Social isolation is a tactic widely used by workplace bullies. What is it? How do bullies use it? Why
do bullies use it? What can targets do about it?
Forthcoming issues of Point Lookout
- Coming February 28: Narcissistic Behavior at Work: I
- Briefly, when people exhibit narcissistic behavior they're engaging in activity that systematically places their own interests and welfare ahead of the interests and welfare of anyone or anything else. It's behavior that threatens the welfare of the organization and everyone employed there. Available here and by RSS on February 28.
- And on March 7: Narcissistic Behavior at Work: II
- Narcissistic behavior at work threatens the enterprise. People who behave narcissistically systematically place their own interests and welfare ahead of anyone or anything else. In this Part II of the series we consider the narcissistic preoccupation with superiority fantasies. Available here and by RSS on March 7.
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- The Power Affect: How We Express Our Personal Power
- Many people who possess real organizational power have a characteristic demeanor. It's the way they project their presence. I call this the power affect. Some people — call them power pretenders — adopt the power affect well before they attain significant organizational power. Unfortunately for their colleagues, and for their organizations, power pretenders can attain organizational power out of proportion to their merit or abilities. Understanding the power affect is therefore important for anyone who aims to attain power, or anyone who works with power pretenders. Read more about this program.