Stop fourth and fifth phase mobbing as defined by Heinz Leymann ~ It’s only nearly impossible! ~ And, I’d love to help…

“The first phase (of mobbing) is usually an unresolved, festering conflict. This triggers aggressive acts and hostile communications in a second phase. In a third phase, management may become involved, i.e. the level of interactions increases, and often, at that point, the target is being slandered or, in the worst case scenario and in the fourth phase, may be branded as mentally ill. This can then lead to the final chapter: expulsion. All that may very well be a tragic outcome of deliberate office politics, but it may also be thoughtlessness and a terrible lack of empathy.” ~ Dr. Noa Davenport

I’m working with the phases of mobbing as defined by Heinz Leymann and articulated by Dr. Noa Davenport. It’s worthy of note that Wikipedia defines this as stage three. Regardless of how stages are quantified researchers agree that distinct phases of mobbing, or bullying by a group, exist. I’ll add that I’m focusing on workplace abuse here. In the fifth stage of mobbing the targets professional reputation is almost always ruined. Currently, it’s considered impossible to fix that damage. Typically the target must relocate or change professions, if not both! This is completely unacceptable!

In order to be effective at correcting damage to their reputation the target must be effective at holding the perpetrator accountable for their behavior. This isn’t mean or confrontational, at all. According to the Harvard Business Review blog we can’t get workplace abuse under control without holding the perpetrators accountable. Moreover, these people reoffend. It’s saving someone else’s mental health and reputation! It’s a good deed and the more ethical course of action!

In the fourth phase of mobbing bullies and employers, frequently they are the same person, create a zero sum game. Either the target is mentally ill or the bully and their cohorts have caused a state of duress that may well have caused a mental breakdown. This zero sum game is easily won, provided the target is healthy again.

Naturally, it will be important to address slander as well. That’s simple. It’s only a matter of addressing it directly. Gossip is almost always inherently irrational.

Severely abusive individuals almost always project their severe emotional problems onto their targets. It’s intuitive that the aggressor is the one with the emotional problems. It’s inherently irrational to trust an abusive individual’s analysis of their victim’s character, period. But people do it. Address both directly!

Bullies count on secrecy and fear. As soon as they are held accountable and the silence is gone, their power is gone. Now, some are potentially physically violent and honestly I’m concerned about that in this case but it makes sense to use discretion there and also confront the possibility directly. It’s ideal to threaten to press charges.

They will try to say that it was a unique and unfortunate series of circumstances. Sometimes victim’s who are in denial come to that conclusion of their own volition. It isn’t true. Address it in advance. These patterns are well researched.

There are two components to handling the abusive behavior by a group. One is to confront each individual publically but without naming their name or position if it distinguishes them, unless they are a decision maker. All decision makers have to be confronted by title. I illustrate how to do this in “Workplace Issues” and in the open letters addressed to decision makers, all of which will be sent publically. The second is confronting the mob mentality. I’m writing a separate instruction page on that.

This is a real situation and I personally was harassed and bullied. The abuse counted as assault as well. It caused post traumatic stress disorder. This is a test model.

I intended to create a model that anyone could duplicate. It’s actually a model that a management professional can duplicate.

For now, anyone who wants to duplicate this please contact me.

I’ll be happy to help for free.

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4 thoughts on “Stop fourth and fifth phase mobbing as defined by Heinz Leymann ~ It’s only nearly impossible! ~ And, I’d love to help…

  1. Pingback: Tweets that mention Stop fourth and fifth phase mobbing as defined by Heinz Leyman ~ It’s only nearly impossible! ~ And, I’d love to help… « Every Voice Matters, Including Yours -- Topsy.com

  2. Hallo Dr.Davenport,

    I really appreciated your article as you also proposed a solution for the mobbing problem. I experienced in 2007 mobbing but couldn’t name that behaviour and have done extensive research on that topic, but your site is the first to propose a model instead of an extensive intervention plan with objectives. Can you mail me this model as I would like to implement this at my current working place (university)as model behaviour to stop mobbing ?

    Thank you in advanced

    Regards

    Audrey chin

    • Hello Audrey,

      I’m positively delighted to get this message! I’m not actually Dr. Davenport, I was quoting her. 🙂 Honestly, I studied English. But, I spent many years practicing management prior to becoming a target of bullying and mobbing. You hit on quite an interesting point here. A lot of people don’t know how to recognize this when they are targeted or when they observe it. Since you have researched it you are probably aware of the quite insidious nature of the problem in that regard.

      I’ll send you a private message!

      Best regards,
      Alise Kobre

      • By the way, I’m sorry that my reply took forever, for whatever peculiar reason your comment landed in my spam filter. That’s odd because it doesn’t vaguely resemble spam. 🙂

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