Perspectives of the Least Protected in Your Organization

If you really want to know who someone is, watch how they interact with someone who they feel can do nothing for them.

We've heard versions of this phrase before, and it applies across every area of our lives. This article though will focus on what this looks like in the workplace setting, and what it really means for mitigating the effects of toxic workplaces, fairness, and equity in the workplace.

And no one knows all of this better than the person with the least support. The ones who are most marginalized. The ones who have been targeted and ostracized. While everyone else seems to be mesmerized by the image and influence of abusers, those who are least protected get to see a side of people others don't get to see. We see the absolute worse side of people- the side they hide from those they feel are important enough to treat well, or the ones they don't feel threatened by.

And of course, this is part of the reason why targeting begins, because we now know too much- and if we ever were believed about our experiences with them, their reputations, status and everything they value would be at risk.

Why do most people miss this dynamic? Let's dissect it and attempt to make that dynamic clear.

Who are the Least Protected in Organizations?

People are the least protected in organizations tend to be those who:

• are marginalized in larger society

• are in positions that lack power and influence

• have no alliances (social, political)

• are unsupported (or worse spoken ill of) by leadership

• question the status quo

• who don't "perform" in the workplace

• who exist outside of the cliques or dominant social groups

Let's be clear- these are not people who do anything wrong. Having influence and having protection in the toxic workplace system has nothing to do with morality, or any sense of right versus wrong (current events should confirm this for us). It's simply about conformity, loyalty, and alignment to those with power.

Who is Protected Then?

Well, those who protect the status quo and maintain the toxic workplace system. But, more specifically:

• those who bring in resources (money and opportunities)

• those who then control those resources

• those who "turn the other cheek"

• the loyal ones

• those who preserve the false images of leadership

And...Why Do The Least Protected See More?

The snide remarks. The sabotage. The favoritism. The inconsistency. The incompetence of key people. The intentional behaviors of causing confusion and turning others against them. It's blatantly obvious to us. Why?

Because we function outside of the system. Even though we are working within the system, we tend not to be driven by it. We are independent thinkers, whose sense of self doesn't depend on the system, as it does for most others operating within it. We tend to be competent, so our performance or sense of accomplishment doesn't have to depend on the system. All of these things are threatening to those who operate in different ways.

The System

Basically:

• Organizations serve to reinforce social hierarchy and to control resources (no, they usually couldn't care less about the fancy mission and vision statements they give you....)

• Therefore, their goal is maintenance and stability- growth only matters if it means obtaining more cash and resources they can use to maintain and stabilize their positions

• The least protected in organizations tend to pose threats to this false sense of power and authority, for many different reasons

• They launch a system of behaviors designed to destabilize and eventually neutralize the perceived threat

• The least protected have no social or organizational support, by design. They absorb the impacts of these attacks, whether that be socially or emotionally

• The behaviors the least protected witness are either done covertly, to keep cover, or done in groups of people who are all in on neutralizing the perceived threat. The least protected are isolated from those that could (or would) potentially help and surrounded by all who are in on the operation

• Those who are targeting you control the narrative, presenting a different perspective of the situation to those they've isolated you from, while you are the only one who sees and feels what's really happening

• This continues until you are pushed out, or they find another way to remove you

Understanding this system and the way the people within think will help stop them from destabilizing you, which is usually their reason for targeting someone like you. Knowing this removes the confusion and ambiguity and allows you to see them for exactly what they are, and see exactly what they're doing- removing their leverage and leaving them feeling vulnerable. 

The part that is saddening and also frustrating is that it is rare that others in the organization can see this pattern clearly. Some people may see it in part, and still (out of fear) align to the system. Some align simply because they feel that's the right thing to do. Whatever the reasoning, people are incentivized not to believe you, should you voice concerns about your observations. 

How Can You Identify and Support Those Who Are Lease Protected?

Now knowing the pattern I outlined above, you can use discernment in identifying those who may be facing covert harm:

• Who is socially isolated? The narrative may have been spun to say that they are anti-social or that they don't like to engage with others- but is that true? 

• Who were you given a narrative about before even interacting with them? They have likely been targeted by the person who gave you the narrative, and they are trying to make you decide not to interact with the target, based on what you're told. That way, they look clean because- it was your choice, right?

• Who do you notice is given busy work as projects or assignments, or whose projects routinely fail, due to ambiguous reasons? Or who is always made the scapegoat?

• Who do you hear gossip about? What is said during gossip sessions usually indicates why the person has been targeted ("She's thinks she's better than everyone..." equals "I -or someone else influential in the workplace system- is intimidated by her...")

There will always be signs, and most people are too far into survival mode in the workplace to notice. Just because you may not be directly targeted doesn't mean you're not being victimized by the toxic workplace- but that's a topic for the next article. 

To learn more about the system of the toxic workplace, you can download the guide The Game Behind Toxic Workplaces: When the Workplace Stops Being About Actual Work .

---

Help The Workplace Unfiltered reach more people! If you found this article useful, please comment, like and share/repost. If you are interested in workplace wellness coaching and would like to learn more, you can:

• Get my new guide The Game Behind Toxic Workplaces: When the Workplace Stops Being About Actual Work

• Follow Icola Consulting on LinkedIn: https://www.linkedin.com/company/icola-consulting/