Understanding the Dominance of Non-Leaders in the Workplace

In any workplace, it is disconcerting to witness individuals with no formal authority attempting to boss others around. This behavior is often a result of a combination of factors, including strong narcissistic tendencies, overblown egos, weak character, unintelligent leadership, a lack of understanding of their role within the organization, and even approval and encouragement from senior staff.

Common Causes of Dominating Behavior

1. Narcissistic Tendencies: Individuals with narcissistic tendencies often believe they are superior to others and can exert their will without consent. Such behavior is further fortified when senior staff or the boss provide tacit validation.

2. Overblown Ego: People with inflated egos may feel they are so important that they should be followed blindly. Their assertiveness can stem from a misplaced sense of personal importance, making them believe they can dominate others with impunity.

3. Weak Character and Low IQ: A lack of self-awareness in combination with lower intellect can lead to a belief that one’s opinions are always valid. These individuals lack the self-reflection necessary to understand their impact on others and the organizational policy is often disregarded.

4. Ignorance of One's Role: New employees or those from different organizations may not understand the complex hierarchy and roles within the current workplace, leading them to mistakenly assume they can dictate terms and conditions.

5. Influence of Senior Staff: Encouragement and support from senior staff can validate and perpetuate such behavior, making it seem acceptable or even desirable.

Confronting Toxic Behavior

Addressing this behavior head-on is crucial for maintaining a healthy and productive work environment. It is essential to confront these individuals in a firm and professional manner. Acknowledging the emotions and concerns of those affected is the first step to resolving this issue.

Example: In one business school, the dean’s secretary was allowed to scold faculty members with impunity, which led to widespread dissatisfaction.

Tactics for Dealing with Dominating Behavior:

Confront the Individual: Directly address the behavior with the individual, emphasizing the negative impact on the team and the organization. Make sure to do so in a professional and respectful manner. Document Incidents: Keep a record of all instances where this behavior occurs. This documentation can be useful in addressing the issue with upper management and ensuring that the behavior is not condoned. Seek Support from Superiors: If the behavior continues, reach out to HR or a senior manager for guidance and support. They can provide the necessary resources and intervene to resolve the issue. Focus on Professionalism: Encourage team members to maintain a professional demeanor and resist the urge to react impulsively. Use constructive criticism to guide the behavior towards a healthier direction.

Addressing New Hires and Pre-existing Issues

Many workplace issues arise from new hires who are unfamiliar with the organizational structure and culture. Newly hired individuals, especially those from highly authoritarian environments, may attempt to replicate their previous work situations. This can lead to friction within the team.

Example: A recent hire at a business school, whose father was a Union Business Agent, thought she was untouchable simply because of her familial connection. She was soon terminated due to her inability to follow proper procedures and her frequent sick days.

It is important to train new hires in understanding the organization’s culture and policies, as well as the importance of following proper work procedures. Encouraging professional conduct and maintaining an open dialogue can help mitigate such issues.

Resolving Misinterpretations

Sometimes, what seems like “everyone at work” bossing someone around may actually be a case of misunderstanding. For instance, senior staff members often have the responsibility to train and review the work of new employees. It is likely that new employees may not always follow proper procedures, which can lead to them feeling unappreciated or undervalued.

Example: A new employee might feel that they are being bossed around because senior staff are reviewing their work or guiding them through proper procedures. By addressing these concerns, the new employee can feel supported and valued.

To handle such situations professionally, you can respond with statements such as:

“Certainly, I’d be happy to take this on. Let’s check with my manager to confirm this task’s priority compared to my current assignments. If it’s a higher priority, my manager can adjust our workload accordingly.”

This approach allows for clear communication and ensures that the work process remains organized and efficient.

Conclusion

Managing behavior among non-leaders who attempt to boss others around can be challenging, but it is essential for maintaining a healthy and productive work environment. By understanding the underlying causes and employing effective strategies, you can address these issues and foster a positive workplace culture.