Stalking and Social Engineering: Wheel-of-Slander

Abusive individuals, stalkers and criminals specializing in destroying or selling human beings (e.g., human traffickers, pimps, etc.) all have one primary goal: isolate the target. The wheel-of-slander is one of many methods commonly used to isolate a victim while simultaneously convincing other people that the victim ‘deserves’ whatever horrible crimes the stalker or criminal chooses to perpetrate.

Establishing Trust

This technique does not require establishing a level of trust. It only requires identifying established gossips and their hot-button topics.  A period of observation and casual interaction is usually sufficient.

Initiating the Gossip

The stalker approaches the gossip with ‘news’ about the target, who just happens to be [hot button issue]. The stalker purposely crafts an enticing story, specifically designed to get the gossip emotionally involved in attacking the target. The story leaves out all concrete evidence, details about the stalker and the source(s) for the ‘facts’ provided. Instead, ‘proof’ is provided in common everyday actions and interactions, such as: the way the person walks or speaks, the type of clothes they wear, their physical address or even the color of their eyes/skin/hair.

The less concrete or valid the evidence, the more effective the gossiping campaign. This is because the people who enjoy verbally attacking another person (just for fun) will jump in and elaborate, while individuals who are more naïve will begin to believe that these things truly are concrete proof of [hot button issue]. Sadly, the individuals who see through this game will often remain silent and watch it play out from a distance, out of fear of becoming a target themselves.

Wheel-of-Slander

After the first gossip has been inspired to act, the stalker locates the second gossip with a different hot-button issue and proceeds to create an equally fictitious story about the target. This second gossip proceeds to spread vicious rumors with loose (at best) and completely irrelevant (at worse) indicators of ‘proof’ that the target is [second hot button topic].

Sadly, most people will not consider how highly improbable it is for multiple extreme accusations levied at a single individual to contain any amount of verifiable truth. In fact, the accusations could completely contradict one another, and the crowd-response will usually consist of a poorly defined sense of fear and revulsion that can best be defined as this is a bad and dangerous person – stay away.

Common slanderous accusations used during a Wheel-of-Slander assault in the United States:

  1. Abuser (e.g., Child, Animal, etc.)
  2. Criminal Activity (e.g., They claim to be trustworthy, but they are really [hot button issue] – they just haven’t been caught yet)
  3. Cultural Heritage (e.g., They claim to be X, but they are really Y)
  4. Dating or ‘Interest’: (e.g., They claim to be single or in a relationship, but they are really dating or trying to date [hot button issue])
  5. Drug or Alcohol Addiction (e.g., They deny it, but they are really getting high/drunk in secret – they make sure no one sees them buying or using the stuff.)
  6. Hate Group Association (e.g., They deny it, but they are really a member of [hate group])
  7. Mental Illness (It’s important to note that ‘crazy’ never has to be proven, it only needs to be stated. Most people will believe another person is ‘crazy’ based on rumor alone.)
  8. Physical Illness (stigmatizing)
  9. Political Affiliations or Beliefs
  10. Racial Heritage (e.g., They look [race], but they are really [race])
  11. Secret Religion (e.g., They claim to be X, but they are really Y)
  12. Sexual Identity (e.g., They claim to be X, but they are really Y)
  13. Stalking (e.g., They claim to be dealing with a stalker, but they are really the stalker themselves.)
  14. Witchcraft (It’s important to note that the beliefs behind the Salem Witch Trials perpetuate in the present day – people actually believe witches are real and must be eliminated through lynching.)

(This list could contain hundreds of examples, but you get the idea.)

Exercise: Randomly select four (4) numbers and pull those items off the above list. Put that list together into a single description. Imagine being the victim and trying to address any one of these assaults. How would you make sense of what people are saying and why? Now try to imagine creating a method for addressing the problem. Where do you go? Who do you confront? Who do you sue for slander?

Spotting Manipulation

Gossip is never factual. People who regularly participate in gossip do so for the thrill of destroying another human being. Therefore, gossips are inherently unethical and untrustworthy individuals. It is important to learn to recognize when this behavior is occurring and call it out for what it is.

Facts are verifiable. Human beings are creatures of habit, and most people say and do things that are logical – or, at least, follow a well-defined pattern. This makes fact-finding reasonably easy – as long as the person researching the facts is sincerely looking for FACTS instead of ‘proof’ for what they’ve already decided to be true.

  • Always question gossip.
  • Always question inflammatory statements.
  • Always question ‘facts’ provided without clear or verifiable proof.

Bullying Is A Community Effort

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Amazon.com

To complicate matters, I realized that the girls’ parents were just as gossipy and juvenile as their daughters. At my daughter’s soccer game one afternoon, I heard several mothers talking about some of the players. They remarked on how fat some of the girls on the team were and how they should be at fat camp, not on the varsity soccer team. As they went on, I got angrier and angrier. They were chatting away about someone’s child. I left at halftime because I was disgusted with their behavior. Even if I wasn’t teaching my daughter this type of behavior, it was everywhere. Her peers were bullies, their parents were bullies, and it only made sense that Emily would learn to act that way too, in order to fit in. It seemed we were living in an environment where we couldn’t escape it.

Bullies ruined my childhood. Then I realized my daughter is one., Vox.com, by Kate Young on March 3, 2016

Elements of Workplace Mobbing

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Mobbing happens when conflicts in a workplace (1) escalate out of control, (2) begin to involve increasing numbers of people, (3) are left without effective intervention by management, (4) result in the targeting of a victim for blame (otherwise known as scapegoating) who is then held responsible for both starting and stopping the conflict and who, ultimately, is eliminated from the organization.

Overcoming Mobbing: A Recovery Guide for Workplace Aggression and Bullying by Maureen Duffy Ph.D., Len Sperry Ph.D.

October is national bullying prevention month!

Bad Management, Company Culture and Workplace Mobbing

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Unhealthy and toxic organizational culture and leadership combine to create mobbing-prone organizations. Singling out an individual “bully” to blame and purge from the organization is generally a poor and wrong-headed solution to what is an organizational and not an individual problem.

In addition to multiple acts of proactive unethical communication, the ganging up and mobbing process also includes a form of unethical communication characterized by failure to act or silence in the face of worker mistreatment. These kinds of aggressive acts against a victim include acts of omission that involve failure to take action when action is called for. Such aggressive acts of omission are frequently committed by management and administration in their efforts to appear uninvolved in an escalating conflict that results in the mobbing of a victim.

Overcoming Mobbing: A Recovery Guide for Workplace Aggression and Bullying by Maureen Duffy Ph.D., Len Sperry Ph.D.

October is national bullying prevention month!

Devastating Group Dynamics

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For mobbing victims, the huge disappointment is that the choice a bystander is most likely to make is the choice to not get involved and do nothing. From the perspective of the mobbing victim that choice represents betrayal. The mobbing victim is likely to think that coworkers will come to his or her aid and defense. That they usually do not is devastating to the victim, who valued his or her relationships with coworkers and who no longer feels able to trust them. From the perspective of the bystanders, trying to keep their distance is about fear and self-preservation. Bystanders do not want to have happen to them what happened to their mobbed coworker. The fear and avoidance of the social exclusion at the heart of workplace mobbing is deeply ingrained if not primal.

Overcoming Mobbing: A Recovery Guide for Workplace Aggression and Bullying by Maureen Duffy Ph.D., Len Sperry Ph.D.

Admiration List: Monica Lewinsky

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Monica Lewinsky is someone most people would not include on an admiration list because of her connection to President Clinton and the scandal that brought the White House under investigation and significant political fire.

She was 22 when her affair with President Clinton was revealed and exploited by both the Republican party and the news media (read: ratings, revenue, non-stop-sensationalist ‘news’ stories about every possible sexually graphic detail…you get the idea).

I was also in my twenties at the time and, as details about the investigation hit the news media, all I could think about was how this women was a victim. She was seduced by the most powerful man in the world. He was her boss, a career politician and a well known serial-seducer. By all accounts, she was neither his first, nor his last, conquest. This was predatory manipulation of a naive young women and, possibly, harassment.

Unfortunately, the scandal occurred during the 1990s, which was also when the details of the Anita Hill vs Clarence Thomas trial were frequently challenged as ‘not really harassment’ by most of the adults I knew. That trial outlined a situation that could be defined as workplace rape, yet people continued to justify it. As for Monica Lewinsky – presenting her as a potential victim was incomprehensible.

Not surprisingly, Monica Lewinsky faced a level of public humiliation, shame and ostracism that is hard to comprehend. She was publicly cast as a home wrecker, a whore and a litany of other things; while Clinton was…you know….a powerful man. You can’t blame him, it was that woman.

Fast forward many years and Ms. Lewinsky has resurfaced as a strong, confident woman. She is an anti-bullying activist, putting her own experiences with public humiliation to good use as she works to prevent suicide and fight cyber-bullying, face-to-face bullying and mobbing.

I admire all people who have faced incredibly difficult experiences and, somehow, managed to reach the other side. I have great admiration for people who use those experiences to become stronger and more determined to help others who have also been through the proverbial fire. Monica Lewinsky has done that.

Ms. Lewinsky has been added to my admiration list because, frankly, she deserves it.

Work and the Aftermath of Abuse

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For most people, work is central to their survival—it’s how they make a living for themselves and those they care about and how they pay their way in the world. Work is also about belonging to something larger than oneself, and the relationships that are part of the workplace support that sense of belonging. When work is recognized as central to survival and belonging, it’s a lot less surprising that many victims don’t easily get over workplace mobbing and go on to develop symptoms of PTSD and/or depression.

Overcoming Mobbing: A Recovery Guide for Workplace Aggression and Bullying by Maureen Duffy Ph.D., Len Sperry Ph.D.

Fear, Resistance and Risk

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“Take This job and Shove It”: How Targets and Witnesses Fight Back When Faced with Bullying

Seeing what happened to others communicated in no uncertain terms what would happen if witnesses became targets. There was no question that bullying environments were marked by profound fear within entire workgroups.”

Resistance is risky business for workers, and there is always the potential for unintended consequences: they want change but are punished; they report abuse but are stigmatized for reporting; they fight back and are called insubordinate. The inherent risk is why most resistance is covert. Resistance always holds risk for workers, but the risk is even more pronounced in environments where employees are systematically abused.

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

 

Anti-Inspiring

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“Take This job and Shove It”: How Targets and Witnesses Fight Back When Faced with Bullying

When abuse persisted despite working harder, participants reported giving up. Working harder resulted in a brief respite but was inevitably followed by more demands and further demoralization…Thus, abuse engendered noncooperation rather than cooperation and consent.”

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.

 

Spotting Bad Management

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The following quote suggests that managers who bully subordinates also hire people with the intention of abusing them. It’s a little unnerving to think blatantly (consciously?) predatory behavior is behind some new-hire decisions.

This begs the question – how does a potential employee spot a predatory manager, or an abusive work environment, during the interview process? Are there techniques for identifying and avoiding the problem all together?

Serial Bullying: How Employee Abuse Starts, Ends, and Restarts with New Targets

The most common occurrence coinciding with the onset of abuse is getting a new boss or starting a new job: “A surprising number (19%) are bullied almost immediately on starting their new posts. The recent job change and a change in manager account for 82% of the offered events relating to bullying onset.””

Adult Bullying-A Nasty Piece of Work: Translating a Decade of Research on Non-Sexual Harassment, Psychological Terror, Mobbing, and Emotional Abuse on the Job by Pamela Lutgen-Sandvik

Note: For more information about combating workplace bullying, visit the Workplace Bullying Institute, Beyond Bullying Association, the International Association on Workplace Bullying & Harassment (IAWBH) and the International Conference on Workplace Bullying.