When it comes to the abuse of a victim, the politically correct squad has set up what seems to me to be a barrier or no-touch zone for looking at the victim’s role in the abuse. I know this is very controversial, but I am willing to broach this subject here, at the risk of becoming a victim myself…ha!
So, we have the abuser and the abused and a framework that allows this behavior to exist. Let’s identify all three components here.
The abuser is offensive in their behavior, which usually has a measure of anger attached to it and results in the following misbehaviors:
The abused person is usually submissive in their behavior, stemming from many well worn sayings that seem to be designed to keep the abused from speaking up to stop abusive behavior.
Putting it all together with implicit intimidation and implicit submission, and we have what seems to be an ideal co-dependent framework that sustains the misbehavior of the abuser and the submissiveness of the abused. That does not mean we are only one or the other. We can go from one to the other on different occasions during the day. For example, I might come from a framework that allows my boss to abuse me and then go home to a similar framework that allows me to abuse my wife or kids.
The goal here is to change these behaviors by adapting a new framework designed for us to object to misbehavior as it occurs. Object123 is our proposed FRAMEWORK we use to object to misbehavior that leads to abusive and submissive behavior.
If a soccer player gave away a free-kick during a tackle, you wouldn’t wait until the end of the game to blow the whistle. You wouldn’t wait until the end of the first half to blow the whistle. Of course, you would blow the whistle instantly in real-time to penalize the offending player.
Why is it that we delay dealing with misbehavior in the workplace? Because we are so unsure of the right way to approach it, I believe. I bet you could ask any two people in any organization how they should tackle misbehavior from a colleague, and they would not have the same two answers. Try it in your organization. My bet is that they would more likely reply “it depends”.
This lack of consistent procedure in organizations creates uncertainty in teams and results in us walking around on eggshells, afraid of offending each other and afraid of being accused of misbehavior.
Object123 is our solution to this uncertainty, by agreeing to tackle misbehavior in real-time and holding anyone that fouls to account.
I will try explain the simple but radical principle of Object123.
Instead of drawing up hundreds of dot points on what to do, what not to do and basically how to behave in your organisation, you simply start with Object123 and that is it. Basically it becomes your very own AI for describing how to behave one objection at a time.
For example, when someone is simply offended by a team member’s behavior they can challenge the offence and if the offender cannot adequately justify their behavior in the offended person’s eyes, then the offended person can escalate the objection to the next level and if necessary, eventually have the perceived offence tried in the court of public opinion using their peers.
In effect, we have an ongoing process of drawing up the principles of the organisation that the team defines. This is wonderfully simple and as each new offence is documented and ratified we build up a landscape of how we should behave towards each other.
At the same time, poor behavior can be nipped at the bud before it becomes a disruptive, ongoing dispute between team members where other members get drawn in through gossip rumor and innuendo.
Well this is the principle but ultimately it needs to be fully tested.