3 Questions for Dr. Gary Namie, Workplace Bullying Institute

Gary Namie, Ph.D.

This year, I’m adding a new feature to the blog, “3 Questions for…,” a regular series of brief interviews with notable individuals whose work and activities overlap with major themes of this blog.

For the first interview, I asked Dr. Gary Namie, co-founder with Dr. Ruth Namie of the Workplace Bullying Institute, for a quick rundown of WBI’s activities and what’s needed to enact the Healthy Workplace Bill, workplace anti-bullying legislation I drafted that WBI supports through its legislative campaign.

What were the most noteworthy developments for WBI during 2011?

• “Staff additions: Sean Lunsford, in-house consultant, and Daniel Christensen, the comforting voice callers to WBI first hear “
• “Publication by Wiley of the Namies’ third book, this one for employers — The Bully-Free Workplace: Stop Jerks, Weasels & Snakes from Killing Your Organization”
• “First Workplace Bullying University delivered solely to Union officers, co-taught by Greg Sorozan, NAGE national officer”
• “Matt Spencer, Ed.D., assisted with our Workplace Bullying in Schools client projects throughout the country”
• “Produced training DVDs for employers (1 for managers, 1 for staff)”
• “Produced a DVD for bullied individuals chock full of advice from the team of WBI experts”
• “Redesigned & modernized our family of 7 principal websites, thanks to technical prowess of staff”
What’s in the works for WBI in 2012?
• “Devise ways to get more help to bullied targets that reflect the unique WBI perspective”
• “Instructional webinars for individuals”
• “An online version of WB University training for professionals for those who cannot attend the live classes”
• “An expanded social media presence”
What are the main challenges to getting the Healthy Workplace Bill enacted into law?
• “Attacks by biz writers & lobbyists that misrepresent the content of the actual bill”
• “Convincing good employers that they have nothing to fear from the bill”
• “Identifying endorsing groups”
• “Growing the network of dedicated volunteer State Coordinators to blanket all states”
Expanded comments
Gary supplemented the summary above with a longer version posted to the WBI website, here.

5 responses

  1. Great to see this feature on your Blog. I’ve added links to our Local Union’s Website: http://www.nagelocal282.org to WBI and to Minding the Workplace. The word is spreading and more people are looking for information and resources. I directly assist union brothers and sisters through our Contract Bargaining Agreement, Article 6A, here in Massachusetts. Information about prevention and best practices can be helpful, but only to those willing and able to be serious about changing their behavior. There is a need for the Healthy Workplace Bill.

  2. I would like to see more resources to help targets recover from the damage that has been caused by workplace bullying.

  3. As sad as it makes me, I see little chance of change. When organisations, like the one I work for, specifically include the phrase “performance management is not bullying” in the e-ethics/integrity course they make every employee take and sign off on every year, I sincerely doubt there is any appetite in the business community for meaningful change to stop workplace bullying.

    • I could not agree more with Dr. Namie. For (only) some individuals who have made their life’s work the domination of others, relinquishing even one bit of control is anathema to their very being. They are on “auto pilot”. Programmed by genetics and/or circumstance to perpetuate abusive control upon others these “leaders” persist until stopped.

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