Toxic Power Dynamics and Bullying at Work with Andy Regal
“Where you find humans at work, you’ll find bullies at work.”
In this powerful episode of The Glass Sessions, we’re joined by Andy Regal, a passionate advocate for ending workplace bullying.
Andy brings a unique perspective - with over 30 years as a media executive at outlets like The Wall Street Journal, CNBC, and CBS, he’s experienced bullying firsthand at the highest levels. Today, he channels that experience into advocacy, writing, and public speaking to support others navigating toxic workplaces.
According to the Workplace Bullying Institute, 75 million U.S. workers have been affected by workplace bullying in just the past six months, and 36% of all workers say they’ve been bullied at some point in their careers.
While most school systems in the U.S. have zero tolerance for bullying, many workplaces operate with near 100% tolerance. Incivility, power abuse, and toxic leadership are often overlooked, or quietly accepted, even when the damage is clear.
In this episode, we unpack the hidden costs of bullying on people and performance, and why creating a safe, respectful workplace culture isn’t just “nice to have,” it’s essential.
How to Identify Bullying
What is workplace bullying?
It’s not just a bad day or a tough conversation. It’s repeated behavior that serves no benefit to you or the business, and often causes harm to both. Bullying isn’t about high expectations or accountability; in those cases, a good leader still makes you feel supported and invested in your growth.
With a bully, there’s no support - only control.
A bully boss is unreasonable. There’s no open dialogue, no shared problem-solving, and no path to improvement. It’s not about making things better, it’s about exerting power. And often, the people targeted are the ones who care most: loyal, hardworking employees who may be seen as a threat.
Bullying shows up in many ways:
Being screamed at or shamed in front of others
Getting excluded from key meetings or communications
Facing constant criticism with no clear path forward
Experiencing a lack of psychological safety at work
Sometimes bullying starts with one person. But left unchecked, it can spread - creating a culture where others mimic the behavior out of fear or frustration.
If you’re wondering whether you’re experiencing bullying, ask yourself:
Does this person truly have my best interests at heart?
Do I feel cared for - as a person and as a professional?
Do I believe they’re invested in my future here?
If the answer is “no,” you may be dealing with more than just a difficult personality.
Why Eliminating Workplace Bullying Matters for Everyone
Andy calls for meaningful change in how organizations handle bullying, including clear reporting channels and systems that ensure employees can speak up without fear of retaliation.
This isn’t just a moral issue. It’s a business one.
Psychological safety - the sense that people can speak up, take risks, and be themselves without fear - is the single strongest predictor of high-performing teams. But in a culture that tolerates bullying, that safety disappears.
When someone is being bullied, they disengage. They stop participating fully. They may start “quiet quitting,” calling out more often, or withholding their perspective out of fear.
And when bullying becomes widespread, or turns into workplace degradation, communication breaks down.
Cooperation halts.
Collaboration suffers.
And ultimately, the business pays the price in lost productivity, turnover, and missed opportunities.
Creating a workplace free of bullying isn’t just about protecting individuals - it’s about protecting your culture, your teams, and your bottom line.
What to Do If You're Experiencing Workplace Bullying And How to Cope
If you’re facing bullying at work, know this first: you're not overreacting, and you're not alone.
Confronting a bully directly isn’t always the best or safest option.
In many cases, bully bosses are unreasonable - they don’t respond to feedback or accountability. Confronting them may escalate the situation and could even put your job at risk. So before taking any action, it’s important to understand your options.
Step 1: Know Your Rights
Check your employee handbook or company policies. Is there a code of conduct? Are there stated expectations around respectful behavior, anti-harassment, or leadership accountability?
If the bully’s actions clearly violate company policy, you may have a case to bring to HR. Be sure to document specific incidents, dates, and witnesses where possible.
If your company doesn’t have strong policies, or the culture allows bullying to persist, your best path may be to start looking at other roles, either within the company or elsewhere.
Step 2: Build Relationships and Support
Start developing connections across your organization - both within and outside of your immediate team. Cross-functional relationships and genuine friendships can help create a sense of psychological safety and support. When you feel seen and validated by others, the isolation bullying creates begins to break down.
Chances are, if you’re experiencing bullying, others may be too. Quiet conversations with trusted colleagues can not only help you feel less alone, but may help shift broader awareness in the organization.
Coping and Healing From a Toxic Work Environment
Even if you're still in the environment, there are ways to protect your sense of self and rebuild strength:
Psychological and physical safety are essential.
If the bullying is affecting your mental or physical health - through anxiety, hypervigilance, headaches, digestive issues, or depression, it may be time to prioritize an exit plan. No job is worth your health.
Find small moments of joy and grounding.
Take walks. Call a friend. Spend time with people who remind you who you are outside of work. Read books that nourish you. Your identity is more than your job.
Rebuild your confidence with positive self-talk.
Remind yourself of the people who value you. Affirm your strengths. Reconnect with what you’re good at and what you love.
Forgive - but not for them. For you.
Forgiveness doesn’t mean excusing the bully or saying what happened was okay. It means releasing yourself from carrying the emotional weight. Forgive yourself, too - for staying, for trying, for not seeing it sooner. You didn’t cause this.
Create Options for Yourself
When your well-being is at risk, staying is no longer worth it. Start building your exit strategy - whether that’s finding a new team, looking outside the company, or seeking support from a coach, therapist, or trusted advisor.
You deserve to work in a place where you're safe, supported, and respected.
Tips for Leaders and Managers: How to Prevent and Address Workplace Bullying
Bullying persists when leadership looks the other way. Too often, managers dismiss harmful behavior as a “personality conflict”, but silence sends a message that incivility is acceptable.
As a leader, your role is critical.
If you witness bullying or hear reports of it, speak up. Talk with other trusted leaders. Take concerns seriously. Open communication and early intervention are key to building a healthy, respectful workplace.
Here’s how to take action:
1. Set clear behavioral standards.
Implement a company-wide Code of Conduct that outlines expectations for respectful workplace behavior. Make it something every employee reviews, agrees to, and signs - not just once, but regularly.
2. Invest in training for everyone.
Require all employees, including leadership, to complete a workplace civility or anti-bullying course. These trainings help normalize respectful communication and give people tools to address conflict constructively.
3. Redefine HR’s role as People Operations.
Traditional HR departments often function primarily to protect the business legally. Shift your HR team toward a People Operations model - one that actively balances the needs of the business and the well-being of its people.
People Ops teams should be evaluated not just on compliance, but on metrics like employee engagement, retention, and trust. They should be equipped to mediate conflict, provide support, and act as a real resource for employees.
Where to find Andy:
His book, Surviving Bully Culture
Navigating Workplace Bullying Facebook Group
Andy’s LinkedIn
Andy’s Substack
