2. “Persistent verbal and nonverbal aggression at work, that includes personal attacks, social ostracism, and a multitude of other painful messages and hostile interactions."

3. Bullying causes the college to suffer from:  Loss of productivity  Loss of departmental morale  Staff disengagement  Lowered community reputation  Increased interest by the HLC  Risk of litigation  Risk of violence

4.  Shouting  Name-calling  Belittling or criticizing  Giving them the silent treatment  Excluding a co-worker from college, departmental, or group events  Encouraging others to dislike, avoid or exclude a co-worker

5.  Staring, glaring, or showing clear signs of hostility  Being treated with disrespect  Exhibiting frightening mood swings  Deliberately overloading their target with work  Making up rules impossible to follow  Setting up their target to fail  Apolgizing aggressively

6.  Making someone feel bad or ashamed  Purposely withholding information  Start, or fail to stop, destructive rumors  Steal Credit for their Target’s work  Lie about their Target’s work performance  Making their Target feel unwelcome

7. Targets of bullying can develop:  anxiety,  depression,  high blood pressure,  migraines,  stomach troubles, and  post-traumatic stress disorder.

8. Other effects include:  Disrupted social life  Loss of friendships  Socially Ostracized  Professionally Marginalized  Promotions denied  Loss of job

9. Bullies…  usually have an organizational power advantage over their target(s).  don’t think they have a problem.  don’t know how to accept feedback.  don’t know how to apologize.  don’t recognize themselves as bullies.

10.  Get defensive.  Claim their target is over reacting.  Claim there would not be a problem if their target would let it go and move on.  Say their target, “Shouldn’t feel that way.”  Blame their target for their behavior.  Claim to be the real victim here.

11.  Want to move forward  Don’t want to rehash the past.  Want to put this behind us for the good of the college.

12. A proven method for evaluating, correcting, and sustaining a bully-free workplace. The Namie Blueprint

13.  Trying to ‘fix’ the bully’s personality  Using the ‘Bad Seed’ model and make the bully attend: Communication Skills Training Anger Management Course Supervisory Skills Training  Expecting HR to ‘solve the problem’  Raising employee expectations too soon Common Initial Blunders

14. 1.Preliminary Steps 2.Prepare Management 3.Prepare HR 4.Follow the Namie Blueprint 5.Sustaining the Bully-Free Culture Overall Plan

15.  Prevalence Assessment  Administrator Briefings  Community Education 1. Preliminary Steps

16.  Recognize Bullying  Intervene Whenever Possible  Stop Rumors  Hold Administrators Accountable for Bullying 2. Prepare Management

17.  Bullying is NOT a problem for HR to solve  HR will support the anti-bullying program, but they will NOT direct it 3. New Role for HR

19. 1.Assess 2.Create the Policy to Prevent Bullying 3.Develop Informal Solutions 4.Formal Enforcement Procedures to Correct Bullying 5.Provide Restorative Justice 6.Deal with Confirmed Violators 7.Get the Word Out 8.Optimize Accountability 4. Follow the Namie Blueprint

21.  Train Interveners and Encourage Altruism  Train to counter ‘Bystander Nonintervention’  Don’t allow your Workplace Bullying campaign to be the fad-of-the-month  Build your brand as a bully-free environment 5. Sustaining the Bully-free Culture

22. You can do it!