Bullying does not just happen on the playground, but also happens at work. Leaders bullying staff is not effective in the workplace and must be dealt with. Business Leadership has a responsibility to intervene in bullying. Learn effective team building, communication skills, and leadership with Compass Rose Consulting. http://www.compassroseconsulting.com

1. Donna Price
Leadership Consultant

2.  They also sit in the
manager’s chair or the
CEO’s office. Bully
leadership is sharp,
authoritative, angry,
and feels
uncomfortable to those
in contact with it.
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3.  Bully leaders believe that
they are rallying the troops,
getting everyone on board.
But that is not what
happens. The bully leader
barks out orders, threatens
consequences and uses
strong, harsh statements to
“motivate” people to do
what the leader wants.
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4. And that is what the "Bully Leader" doesn't
realize.
Bully Leaders are scary for people so they
do what they need to do but there is a
sacrifice. The sacrifice occurs in the work
performed. People do what needs to be
done and that is all.
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5. They don't go above and
beyond. They don't share
their knowledge and ideas
with the leader.
The Bully Leader wants and
needs to be the one with the
great ideas. They don't want
to share the limelight.
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6. www.CompassRoseConsulting.com

7.  They don’t see the limitation or the
impact of their style. What they see are
results.
 The results are what needed to occur.
 The Bully Leadership style is reinforced
and continues on. What they fail to see
is the results that could have happened
with a more open, empowering
leadership style.
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8. They fail to recognize
the negative effects.
These negative
impacts are costly to
the company.
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9.  Bully leaders miss out
on the great ideas of
their staff.
 They miss chances to
save the company
money, innovate, ins
pire, and have a
happy workforce.
www.RealWorldLeadershipInstitute.com

10. Bully Leaders want control. They lack
trust in other people. They believe that
no one will or can do the job as well as
them. Out of their fear and lack of
trust comes their assertion of
aggressive behaviors.
They also have a history of using
bullying techniques to control their
world. It has a history of working for
them, feeling empowering to them
and maintaining their own safety.
www.RealWorldLeadershipInstitute.com

11. www.CompassRoseConsulting.com

12.  Through their
empowerment, staffs
exceed expectations.
 The leader has time to
create new business
opportunities, nurture
existing client relationships
and pursue greater results.
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13. There are several steps
they need to take to
make this shift:
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14.  Recognize that their
bullying approach is
not effective
 Commit to the
change
 Work with a coach to
learn: coaching
skills, creating a
coaching work
environment and
empowerment
strategies
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15. This step is the hardest
because it requires trust on
both sides and trust has not
existed for this team in the
past. The leader will have to
build trust and be patient
during this transitional time.
Their commitment to change
will have to be extraordinary
to demonstrate their trust of
others and their willingness to
risk their own vulnerability.
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16. Organizations continue to
recognize the negative
impact a bully has their
overall outcomes and work
to shift the leader’s behavior
or move bullies out of the
organization.
Take action today to shift your organization to one of empowerment and
collaboration and see the results within the company change.
www.CompassRoseConsulting.com

17. You will see increases in
employee
performance, loyalty,
idea generation and
sharing, team work,
focus, and
implementation of
strategic goals.
.
These all contribute to improved overall success of the organization.
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