The #MeToo movement challenging sexual harassment and assault has been built on the stories of (mostly) women who have courageously shared their experiences in a public way. Some have gone into considerable detail, others have not. Some have named their harassers or abusers, others have not. Regardless of the choices they have made about what and how much to disclose, the stories themselves are driving this movement and empowering those who have faced identical or similar types of abuse.
Just as our understanding of workplace bullying and mobbing has been informed by the dynamics of sexual harassment and other forms of mistreatment, we can learn from movements such as #MeToo about how to confront all types of abuse at work. The concept of storytelling is at the heart of this. Although facts and figures about workplace bullying are helpful in painting the picture, the human impacts and costs are more vividly illustrated by the growing body of individual stories.
Over the years, I’ve written a number of blog pieces about storytelling and workplace abuse. I’ve gathered links to five of them here because they continue to be relevant, and I’ve included snippets to give you an idea of what I was writing about. (There’s some overlap in points made, but that is the nature of blogging.) I hope you will find this collection helpful and enlightening.
Workplace bullying and mobbing stories: “Do you have a few hours?” (2017) — “Countless public speaking appearances about workplace bullying have taught me that covering the essential basics about work abuse is doable in about 15 minutes or so. . . . However, what I can’t do in the typical short presentation is adequately convey the twisted, sick, and utterly disturbing narratives of the worst individual bullying and mobbing experiences, where the abusive behavior has been ongoing, targeted, malicious, multidirectional, and often suggesting an absence of conscience on the part of the main perpetrator(s).”
Stories can drive change, but workplace bullying stories often defy quick summaries (2016) — “But the bigger challenge is how to convey narratives of more insidious, covert, and multi-layered forms of workplace bullying that defy quick summaries. They can take hours of patient listening and attention to grasp the full context and detail of what occurred, even when the person recounting the story is relatively concise and specific with his or her words. However, once understood, they can be among the most bone chilling examples of workplace bullying, often revealing the deft minds and malicious intent of the abusers.”
Workplace bullying, psychological trauma, and the challenge of storytelling (2016) — “Why is it that some targets of severe workplace bullying and mobbing have difficulty telling or jotting down their stories in a straightforward, chronological manner? And why do they often launch into what sounds like a War and Peace version of their story, when all that’s needed (for now) is the quick elevator speech? It can make for a long, rambling account, laden with emotion. We should not blame this on the target. Work abuse situations are often complex and hard to summarize. Equally significant, the effects of psychological trauma may have a lot to do with the ‘word salad’ narrative.”
Coping with workplace bullying, mobbing, and abuse: Letting go of the story (but not completely) (2016) — “Wait a minute, let go of the story?! As a law professor and activist, my knee-jerk response is that it’s all about the story. In fact, just two months ago, I devoted a blog post to the topic of storytelling for social change. And our campaign to enact workplace anti-bullying legislation is built upon the stories of abuse at work shared by people who want stronger legal protections against this form of mistreatment. But that’s not what Hamilton is talking about, and I know many of you understand that. She’s saying that we have to break the feedback loop of letting the story of injustice, unfairness, and mistreatment rule our emotions in a toxic, 24/7 sort of way, for the sake of our own health if nothing else.”
Storytelling for social change (2015) — “The best stories, including those intended to drive positive social change, are natural and authentic, not contrived and formulaic. That said, stories need planning, shaping, and editing in order to connect with others. After all, raw, scrambled recitations of events, experiences, impressions, and facts are much less likely to hold someone’s attention in any medium. That’s why I was pleased to stumble upon A Changemaker’s Eight-Step Guide to Storytelling: How to Engage Heads, Hearts and Hands to Drive Change (2013), published by Ashoka Changemakers. It’s freely accessible as a 14-page pdf booklet.”