The Diabolical Bully
Human Innovation — Shifting Paradigms and Enabling Change in an Environment of Bullies.
The culture of an organisation consist of 90% human interactions and relationships, and 10% business. You cannot gauge human interactions and relations with a barometer as it is dependent on nuanced elements of the human self. When you hire someone into your company, you are hiring someones ideologies, set ways, perception of their worldly views or limited views, and their ability to build trust with others.
For change to trigger within the human self, we have to look into how we interact and process as humans. We inherit qualities that have been socialized throughout our life time. When we have a high percentage of set ways and low percentage to accept capabilities of others’, change becomes difficult for us to digest. This is where people struggle in the work force — not being able to accept someone else’s success or become a catalyst to be the resource for someone else to gain success. This is when we see a shift in a culture. Individuals often become a bully when their ability to accept someone else’s capabilities remain in the low numbers. This becomes detrimental to an organisation especially when we have managers or leadership who embody that character. When an individual is in a position of power and leverages their position to…
