In a culture of overwork and overwhelm, it’s tempting to turn a blind eye to disruptive behavior – especially if the disruptor is a high performer or a leader.
But disruptive behavior left unaddressed can flourish in ways that impact morale, productivity, and safety.
Identifying and Calibrating Disruptive Behavior at Work
Disruptive behavior and workplace bullying can be difficult to identify and calibrate. These behaviors mean different things to different people, and reporters who experience them often describe widely varying examples. It is critical to find common ground and use consistent definitions and descriptions when listening to the employees’ stories and calibrating the concerns.
Having led hundreds of consultations and assessments through the Johns Hopkins Safe at Hopkins program, we know that disruptive behavior can have many faces, ranging from clear conduct violations to less overt and more discreet interpersonal interactions that grow out of unresolved conflict, envy, and power struggles, with the latter being more difficult to identify and address.
Value of an Expert
Often, it takes a trained outsider to fully grasp the concerns and context in which they take place and to calibrate the impact on the culture. Leaders frequently report the value of a neutral third party to assess disruptive and bullying behaviors and make recommendations.
Build a Better Culture helps you effectively communicate critical messages to address concerns and lead in a way that is aligned with your values. We:
Conduct disruptive behavior audits anchored by our Impact of Disruptive Behavior at WorkTM
Help you understand and calibrate the impact of unprofessional and disruptive behaviors on your workplace culture