The Trump effect on productivity (including mine)

I read the news today, oh boy

My confession: I am so appalled and alarmed by Donald Trump that he has had a negative impact on my productivity. It positively galls me to admit that this man has had that kind of influence on me for over two years.

Yesterday was a prime example. The momentous story that Trump chose to credit Russian president Vladimir Putin’s insistence that Russia did not interfere with the 2016 U.S. election, while largely dismissing the opposite findings of American law enforcement and intelligence agencies, left me stunned. It also meant that a chunk of my day was lost to reading news analyses online.

When it comes to Trump and my productivity, perhaps it doesn’t help that for nearly 20 years, I’ve steeped myself in research and commentary about bullying, dishonesty, bigotry, and abuses of power, especially in work settings. Some readers disagree with my assessment of Trump — every time I post negatively about him, I lose a few subscribers — but during the 30-plus years that I’ve been aware of him, I have yet to see any real evidence of empathy or kindness from the man. He is the consummate workplace bully and dishonest boss, and he is a master of gaslighting behaviors.

However, it’s not only a reaction to a certain personality type that pushes my buttons. I am alarmed by what I see transpiring on the national and international stages in terms of public policy. And I am deeply concerned that Trump is displaying a form of so-called leadership that others are emulating. He has been president for less than two years, yet I believe it will take at least a decade for us to recover from this.

Direct hit

Sometimes the Trump effect on my productivity has been about as direct as it gets, namely, on the very work I do concerning workplace bullying, mobbing, and abuse.

Two summers ago, when Maureen Duffy and I were working on our co-edited book set, Workplace Bullying and Mobbing in the United States, the unfolding presidential campaign was so distressing and distracting that I sometimes had trouble staying focused on the project. (How ironic is that!?)

In January 2017, I was still so dazed and reeling from the November election that it took me by surprise that it was time to reintroduce the anti-bullying Healthy Workplace Bill in the new session of the Massachusetts legislature. I did manage to pull myself out of my numbed state, but I was shaken that the election had such a profound impact on my psyche. (That won’t happen again.)

What to do?

Trump does what other deeply narcissistic, abusive types do so well. He sucks up our energy and attention in disproportionate amounts.

For those of us so affected, what are we to do? For starters, we need to be consciously aware of this impact. It means repeatedly reminding ourselves that many other important matters deserve our attention.

It can also mean taking the events of these times and turning them into lessons on how to change things for the better. For example, I’ll soon be sharing a draft of a law journal article that discusses how the Trump Administration’s policies and practices on immigration and health care have had especially traumatic effects on those directly affected by them. My longer range solution is that therapeutic jurisprudence — a school of philosophy and practice that embraces human dignity and psychologically healthy outcomes in the law — should be a framing perspective for making public policy.

Okay, I’m going to take a deep breath and publish this post. Then it’s back to other tasks, hopefully with fewer newsworthy distractions than yesterday. After all, bullies like it when others merely keep reacting to them. To advance human dignity in the face of contrary forces, we need to create our own agendas and pursue them.

A story for our times

So here’s the short version: A woman who objects to an eight-year-old girl selling bottled water on the street is filmed apparently calling the police on the young kid. The video goes viral, and the woman loses her job. There’s a racial dynamic here too, as the woman is white and the girl is black. As reported by CBS News:

STUDIO CITY, Calif. — The woman dubbed “Permit Patty” for threatening to call police on an 8-year-old black girl selling water on the street has stepped down as CEO of her cannabis company. CBS Los Angeles reports the move follows a massive online backlash that resulted in her products getting dropped by other marijuana sellers.

Several Bay Area dispensaries are now refusing to sell products made by Alison Ettel’s company TreatWell Health, The San Francisco Chronicle reported Tuesday.

“It is Ms. Ettel’s belief that TreatWell, its employees and patients should not have to suffer because of a situation that occurred in an escalated moment,” company spokeswoman Cynthia Gonzalez is quoted as saying in the paper.

At least three marijuana dispensaries stated publicly they would stop selling TreatWell products.

It’s a story for our times: Incivility, race, smartphones, social media, legalized pot, and job loss.

From an employment standpoint, the lesson is an easy if unsettling one. Anything we do these days can be caught on a smartphone camera. If the behavior reflects negatively on us and the video goes viral, it can affect our employment status. Most American workers today are employed on an at-will basis, which means they can be terminated for any reason that does not violate existing employment laws. Video footage from an incident outside of work that causes negative publicity for the company can be among the legally valid reasons to fire an at-will employee.

I don’t know the specific nature of Allison Ettel’s employment status with her now-former company, but her demise was swift.

As far as the racial aspect goes, I won’t assume how race impacted Ms. Ettel’s actions. But in these hyper-charged times, racial optics matter and sharpen quickly. When they go viral online, that can be all that counts. This just looks bad.

The marijuana angle adds a humorous twist. Believe it or not, I’ve never even tried pot; I’m a pretty straight-laced, geeky guy. But how many of you were thinking that Ms. Ettel might’ve benefited from a toke or two before getting so worked up over a young kid trying to earn some money by selling bottled water on the street?

Networks vs. hierarchies

Historian Niall Ferguson has written a very interesting book for anyone interested in the intersections of power, institutional hierarchies, and social networks. It’s titled The Square and the Tower: Networks, Hierarchies, and the Struggle for Global Power (2018). Here’s a snippet from the publisher’s description:

Most history is hierarchical: it’s about popes, presidents, and prime ministers. But what if that’s simply because they create the historical archives? What if we are missing equally powerful but less visible networks – leaving them to the conspiracy theorists, with their dreams of all-powerful Illuminati?

The twenty-first century has been hailed as the Networked Age. But in The Square and the Tower Niall Ferguson argues that social networks are nothing new. From the printers and preachers who made the Reformation to the freemasons who led the American Revolution, it was the networkers who disrupted the old order of popes and kings. Far from being novel, our era is the Second Networked Age, with the computer in the role of the printing press. Once we understand this, both the past, and the future, start to look very different indeed.

I’ve spent some time with this book, and although its focus is on the grander sweep of history, it’s a thoughtful and provocative read for anyone who wants to contemplate the hierarchy vs. network dichotomy generally.

In fact, the book’s main theme may have special significance for those of us in “underdog” roles with the ideas and causes we’re advocating for, in a world where political, economic, and social power can feel so stubbornly concentrated. In essence, The Square and the Tower invites us to think about how we can use our horizontal networks to overcome entrenched hierarchies. It’s not easy, but it can happen, and access to digital communications can help us do it. Technology is not a panacea, but it can be an accessible and relatively affordable connector, not to mention a welcomed complement to face-to-face communications.

Of course we shouldn’t err in assuming that all networks are good and all hierarchies are bad. Structures can be created and activated for positive and nefarious purposes alike; human motivations and actions give them their meaning.

This theme is but one element of the much larger conversation of how we can change an increasingly plutocratic society, with its enormous hierarchies of wealth and power. Nevertheless, it puts some historical “oomph” behind the notion that networks matter and can impact change.

In the news

It has been a year of prominent news stories related to the workplace, especially the avalanche of accounts concerning sexual harassment. Here are many of the 2017 news stories in which I’ve been quoted or where my work has been discussed:

Thanks a million — and lots more to come!

I’m doing a quick little celebration here. Sometime over the past hour or so, this modest little blog recorded its one millionth “page view,” or “hit.” When I started Minding the Workplace some nine years ago, I had no idea whether it would endure or attract any interest. But thanks to you, my readers, what began as an opportunity to share some of my work and observations  — mainly about workplace bullying and abuse — has grown into a more broad-ranging source of commentary about the experience of work and related topics.

Because of a packed schedule, I admit that I’m sort of gliding into this first million. During the past six months I’ve been extremely busy on matters that overlap with many topics raised on this blog. They include co-editing (with Dr. Maureen Duffy) a forthcoming two-volume book set, Workplace Bullying and Mobbing in the United States and serving as the founding board chairperson of a new non-profit organization, the International Society for Therapeutic Jurisprudence, launched over the summer and going operational online in January. These initiatives, along with a sea of other writing and organizational commitments, have caused me to post less frequently here.

That will change next year, as I plan to resume a more frequent blogging schedule. Among other things, I’m going to be drawing regularly from Workplace Bullying and Mobbing in the United States and our more than two dozen contributors to offer snippets of commentary, research, and insight on work abuse. There’s so much in these two volumes that will be worth summarizing and discussing.

Of course, the world of work will continue to supply an ongoing stream of topics to write about, including cutting-edge research by scholars, compelling commentary by journalists and fellow bloggers, and real-life events and trends that demand our close attention.

I look forward to sharing this with you during the months and years to come!

 

Feedspot tags MTW a top workplace and bullying blog

Feedspot, a popular online content reader, has named Minding the Workplace a “Top 75 Workplace Blog” and a “Top 20 Bullying Blog.” MTW was listed 39th among the top 75 workplace blogs and websites and 9th among the top 20 bullying blogs and websites.

I’m very grateful to be included in both of these listings. This is my ninth year of writing this blog, and it remains one of the most rewarding parts of my work. Over the years I’ve received very positive feedback on many articles. I’m especially aware that MTW has helped many  targets of workplace bullying, mobbing, and abuse to understand their experiences and, when possible, develop strategies for responding.

I didn’t know what to expect when I began this blog, but the experience has been very meaningful. Of course, it all starts and ends with you, my readers, and I thank you for your ongoing interest.

Infusing good core values into a new organization

With a beta version of the TJ Society’s forthcoming website, at the International Congress on Law and Mental Health, Prague, in July

Readers of recent entries are likely aware that I’ve been hip deep in helping to create a new, non-profit organization, the International Society for Therapeutic Jurisprudence (“TJ Society”). From the most recent draft of our by-laws, here is what the group is about:

Therapeutic jurisprudence (TJ) is an interdisciplinary field of philosophy and practice that examines the therapeutic and anti-therapeutic properties of laws and public policies, legal and dispute resolution systems, and legal institutions. TJ values psychologically healthy outcomes in legal disputes and transactions, without claiming exclusivity in terms of policy objectives. The TJ Society shall advance these overall purposes by supporting legal and interdisciplinary scholarship; identifying and promoting best professional and judicial practices; sponsoring conferences, workshops, and seminars; engaging in continuing professional education and public education activities; and hosting and participating in print, electronic, social media platforms.

As I wrote earlier this month, I’m part of an all-volunteer board that is forming this organization, and I’m serving as its first chairperson. It’s a lot of work, but the broader purpose and the fellowship of a truly exceptional group of colleagues make it all worth it.

This also is an opportunity to put into practice many of the values that I have been advocating for via this blog. It means practicing inclusive, servant leadership dedicated to a cause greater than individual ambitions. It means treating others with respect and dignity. It means actually exhibiting transparency rather than simply touting it. It means avoiding unnecessary hierarchies. Above all, it means building a welcoming and difference making community. Fortunately, our board consists of individuals who walk this talk as a natural way of going about things. This is good: An organization devoted to psychologically healthy laws and legal systems should strive to operate in a psychologically healthy manner.

The TJ Society is a global organization, with a board and advisory council comprised of folks from around the world. This creates obvious communications challenges. It can mean maddening pile-ups of e-mails (many inflicted by yours truly) in attempting to work through topics that require group input, and very understandably patiences can grow weary among a group of very busy people. Additionally, available online meeting technologies such as Skype and Google hangout can’t change the scheduling realities of holding a board meeting with participants’ time zone differences ranging from six to fourteen hours! As I said, we’re fortunate to have such wonderful board members who can roll with the digital waves.

In terms of shaping my contributions to this fledgling learned society, I am fortunate to have other organizations and initiatives as role models. Over the years I have learned so much from the Human Dignity and Humiliation Studies network, especially the leadership of co-leaders Evelin Lindner and Linda Hartling. I’ve also been inspired by the inclusive culture of the biennial Work, Stress and Health conference, co-sponsored by the American Psychological Association, National Institute for Occupational Safety and Health, and Society for Occupational Health Psychology. I’m further grateful for the biennial International Congress on Law and Mental Health sponsored by the International Academy of Law and Mental Health, which, among many other good things, allows therapeutic jurisprudence scholars and practitioners to gather and learn from each other. I hope that the TJ Society will draw from the best characteristics exhibited by these entities.

It’s too early to say whether the TJ Society will build into its culture the values that make for healthy, inclusive organizations, but I’m betting that it will happen. Embracing and practicing these values at the beginning is an important start. Yup, as we grow we’ll make some mistakes, juggle differences of opinion, and probably deal with conflicts here and there. But if the foundation is strong, we’ll do things in the right way much more often than not.

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