Define intimidating behaviour
Below are seven keys to dealing with aggressive individuals, excerpted from my book (click on title): “How to Successfully Handle Aggressive, Intimidating, & Controlling People.” Not all of these ideas may apply to your particular situation. By doing so, they create an advantage over you, from which they can exploit your weakness.
The first rule of thumb in the face of a difficult person is to keep your cool.
Many studies acknowledge that there is a "fine line" between strong management and bullying.
Comments that are objective and are intended to provide constructive feedback are not usually considered bullying, but rather are intended to assist the employee with their work.
Bullying is usually seen as acts or verbal comments that could 'mentally' hurt or isolate a person in the workplace.
Sometimes, bullying can involve negative physical contact as well.
They might appear in agreement, polite, friendly, down-to-earth, kind and well-meaning.Instead of communicating honestly when you feel upset, annoyed, irritated or disappointed you may instead bottle the feelings up, shut off verbally, give angry looks, make obvious changes in behaviour, be obstructive, sulky or put up a stone wall.It may also involve indirectly resisting requests from others by evading or creating confusion around the issue. It can either be covert (concealed and hidden) or overt (blatant and obvious).Bullying usually involves repeated incidents or a pattern of behaviour that is intended to intimidate, offend, degrade or humiliate a particular person or group of people.It has also been described as the assertion of power through aggression. However, is sometimes hard to know if bullying is happening at the workplace.
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It happens when negative emotions and feelings build up and are then held in on a self-imposed need for either acceptance by another, dependence on others or to avoid even further arguments or conflict.