#workplace-dynamics

#workplace-dynamics

If you've spent enough time in workplaces, on boards, or in other community organizations, you've probably had that moment where your stomach tightens in a meeting and you're not entirely sure why. A comment lands sideways. A tone shifts. Someone interrupts you for the third time. You walk away replaying the exchange, wondering whether you imagined it or whether something subtle but unmistakable just happened. That confusion is often the first sign you're dealing with a workplace bully.

Working with my family full time was not something I had pictured for myself growing up. Even when I was given a chance to sit down and learn the family business full time, I told myself it would only be temporary. I had plenty of peers who planned from the get-go to take over their parents' companies, but not me. Still, my mother was determined to have me learn the ins and outs, no matter what I may end up doing in the future.

We've all been there, caught in that uncomfortable dance with someone who seems to have mastered the art of manipulation. Here's the thing: You don't need a confrontation or clever comeback to protect yourself. In fact, some of the most powerful ways to disarm a manipulator involve no words at all. Psychology research shows us that our nonverbal responses can completely shift the power dynamic, leaving manipulators without their usual foothold.

When Jennifer Vaughan, 55, returned to work as a substitute teacher after her facelift, nobody said anything outright. Vaughan worried, "God, is it not enough of a difference that somebody isn't asking?" However, there were signs her coworkers were just being polite. One teacher did a double take and stammered their way through asking if something had changed. She told a few other teachers, and said, "They were like, 'Okay, I thought something was up, but I wasn't totally sure.'"

For Andrew Wang, a 33-year-old software engineer, AI has become a part of his daily routine - but it's come at the cost of some of the casual conversations he used to have with colleagues. Wang said the growing reliance on large language models has, at times, made teams feel more "siloed." In the past, coworkers would regularly hash out ideas and design options in impromptu conversations, he said. Now, much of that back-and-forth happens with AI instead - leaving formal meetings for design or code reviews.

I used to take him to office functions, like company dinners or business galas, but I hesitate now because he may begin cursing like a sailor at the most inappropriate moment. It's almost as if he has lost a filter now that he is older. How can I get him to be aware of his behavior? If he refuses to tone it down, I fear I won't be able to take him places anymore.

A close friend who I worked with in a past job is applying for a role in my company, but she had major performance issues in the past.

Mark's former manager, who claimed to be an IT expert, insultingly referred to his colleagues as 'trained monkeys', yet was deemed valuable by executives for his PowerPoint skills.

James was known for his composure in crisis and passion for learning, earning him the role of vice president of technology. However, his exact reputation began to hold him back.

It's important to approach these situations carefully, as you want to show support for animals in need while also considering their well-being.

When you first become aware of a conflict, there is often an emotional reaction that goes along with any contradiction or disagreement that you may recognize cognitively. This duality to a conflict reflects the distinction made in psychology between hot (that is emotional) states and cool (that is cognitive) states.

Work is usually a place where you expect the people around you to control their emotions... professionalism involves maintaining a pretty even keel.

Shame I had to leave the job I loved, but better that than working for dickheads. If they're not interested in you, it is not worth trying to change them from within.

Walk into any HR roundtable, and you'll hear the same refrain: "We don't have a technical skills gap. We have a soft skills gap."

This disconnect among departments is rooted in classic gender roles, with men dominating sales while women lead marketing—bearing significant consequences for business dynamics.

In today’s workplaces, where hybrid teams and digital interactions dominate, subtle trust signals matter more than ever.

Effective management often meant being directive, authoritative and results-focused in years past. But today, workers expect greater empathy, transparency and shared decision-making.

In many workplace situations, the challenge lies in revealing the truth, which can be obscured by fears of conflict or self-interested lies from coworkers.

Adeel Habib likely perceived his missing office mug as theft, leading to resentment among colleagues, which he argued was racially motivated but was dismissed by the tribunal.

Even in the most permissive workplace where a tolerance for the pesky coworker's antics is high, what eventually happens is that this coworker will keep pressing their luck until their violations become outright absurd.

When someone on your team drops the ball or lets you down, the natural response is to pull back: reduce trust, tighten control, or quietly keep score.

Deborah reflects on her sister's struggles with illiteracy while also confronting her new job dynamics without Winnie, who helped protect her from corporate decisions.

"I used to just tell my team what to do, but now I spend half my day convincing colleagues to prioritize my projects alongside theirs."

I challenged that and said, you know what? No. This is a learning experience for this person. It's a learning experience for me.