I've been bullied in the workplace and it sucks

Execution-focused leaders coach and hold their team accountable. Managers with low emotional intelligence and empathy resort to bullying. Knowing the difference can mean a high performing team or a lawsuit.

Here's how execution-focused leaders have the right conversation.

Coaching is constructive

High performing teams use coaching to align performance with team goals. Execution-focused leaders proactively identify coaching opportunities within their teams. The best team members proactively seek out coaching to improve.

Coaching best practices:

Starts with an open and honest conversation about the performance that's lagging

Uses a "we’re in this together" mentality to maintain motivation

Establishes an action plan with frequent check ins

Sets clear outcomes and long term stretch goals

High performing teams show commitment to improvement. Coaching is a mechanism to drive it.

Accountability is a must

Execution-focused leaders hold people accountable so they do what they say. The best leaders seek to understand the thought process that leads to decision making.

When to hold someone accountable:

There's a pattern of missed deliveries or behaviors counter to the team values

A leader needs to understand the thought process behind a decision

An event or series of events occur that draws negative attention

These are the hard conversations that make good leaders great. Both parties should take time to reflect and keep moving forward.

Bullying is toxic

Coaching and accountability build execution-focused teams. Bullying builds a toxic environment that saps morale, increases attrition and leads to HR issues.

Signs of a bully:

Duties or responsibilities dwindle with little or no discussion

Uses intimidation during group meetings to push an agenda

Strategic plans are unnecessarily held in secret

Takes credit publicly for others' work

Makes examples of people in public

If you find yourself in this environment document your evidence and speak to HR.