One of the problems with labelling someone's behaviour as "bullying", is it risks derailing the conversation from focusing on the actual behaviour and the probl

One of the problems with labelling someone's behaviour as "bullying", is it risks derailing the conversation from focusing on the actual behaviour and the problem it is causing, to semantic disputes about what counts as "bullying". I don't think there is a single universally agreed definition of the term; and even with an agreed definition, employment lawyers will make whole careers out of litigating the boundaries of that definition I think it can be much more constructive to focus the conversation on (1) what is the behaviour, (2) why it is a problem, (3) what could they do instead. That's a useful strategy, whether some problematic behaviour counts as "bullying" or not. > If you suspect bullying intervene, If you see a problem, see to it the problem is being handled appropriately. Depending on the situation and your own position, that might be either directly intervening in the problem yourself, or maybe just making sure the appropriate people are aware of it. That's true whether the problem counts as "bullying" or not.