How to Stand Up to a Bully in the Boardroom
Bullies often test limits to see what they can get away with. From setting boundaries to challenging the bully in your boardroom, we reflect on how best to stand up to a bully.
Bullying isn’t confined to the playground. In fact, it’s alive and well in many corporate boardrooms, often dressed in a sharp suit, armed with titles and disguised as “just being direct.” But make no mistake: power plays, intimidation tactics, and strategic humiliation are all signs of bullying, and when left unchecked, they can erode culture, stifle innovation, and damage careers.
I used to believe that boardrooms were where the best ideas won. That if you worked hard, stayed prepared and treated people with respect, you are on your way to success.
Then I met him, Mr Bully. Charming to the CEO, brutal in private. A master of weaponised praise, build you up in one meeting, tear you down in the next. I watched him interrupt, intimidate, manipulate. I watched colleagues shrink under his glare, some even leave the company entirely, quietly, without a fight. I almost did too.
How to challenge a bully and put a stop to it
What I came to understand is that bullying in the boardroom is more than just a personality clash. It’s a structural problem. One that thrives in silence. And the moment you name it, the moment you stand up—no matter how small the stand—that’s the moment you begin to change the story. Standing up to a bully in the boardroom requires more than courage, it takes strategy, emotional intelligence and the ability to hold your ground without losing your dignity. Here’s how to do it.
Recognize the Behavior for What It Is
Boardroom bullying can be subtle: interruptions, eye rolls, backhanded compliments, being excluded from key decisions, or being undermined publicly. It can also be shouting, threatening or belittling ideas. The first step is to stop internalizing it or brushing it off as “just their way.” Bullying is a pattern of behavior designed to assert dominance. Name it, even if only to yourself at first.
Get Grounded in Your Values and Purpose
Bullies feed off insecurity. They win when you second-guess your right to speak up. So before you walk into the boardroom, get clear on your why—your purpose, your role, and your value. You’re not there by accident. You bring perspective, experience, and insight no one else can. Own that. When you stand for something bigger than your ego, it’s harder for someone to rattle you.
Use Calm Authority
Rising to a bully’s level often plays into their hands. They want chaos. Instead, use calm, measured authority. Hold their gaze. Lower your voice instead of raising it. Say, “Let me finish,” or “I’d like to speak without interruption.” If someone speaks over you, reclaim your space: “I wasn’t finished. I’ll continue.” Do not ask for permission to exist—take up the space you’ve earned.
Bring the Conversation Back to Facts
Bullies often rely on emotion and personal attacks to derail the discussion. Redirect to facts and outcomes. “Let’s focus on the data.” “What’s the objective here?” “How does that comment move us closer to the decision we need to make?” Re-centering the room on logic neutralizes drama and brings the group back to shared goals.
Call It Out—Tactfully
If the bullying is repeated, direct, and damaging, it may be necessary to name it in the moment. “That comment felt personal and unproductive.” Or, “I’m here to contribute, not to be spoken to like that.” This can be risky—but when delivered professionally, it sends a signal not just to the bully, but to the room, that there are lines that will not be crossed.
Build Strategic Alliances
You don’t need to fight every battle alone. Bullies thrive in silence and complicity. Find allies—people who’ve seen the behavior and are willing to back you up. Often, others are quietly enduring the same treatment. Speaking as a collective carries weight. You’re not creating drama; you’re protecting the integrity of the space.
Document and Escalate if Necessary
If the bullying continues or crosses into harassment, keep records. Times, dates, quotes, witnesses. Then escalate—HR, legal, or higher leadership. It’s not about revenge—it’s about accountability. Leadership culture starts at the top. If bullying is tolerated, the cost will be paid in attrition, burnout, and innovation silenced before it ever sees daylight.
Lead by Example
When you stand up to a bully—professionally, clearly and without bitterness—you give others permission to do the same. You shape the tone of the boardroom, not just for today, but for the next generation of leaders watching quietly from the sidelines. You prove that it’s possible to be strong and kind, powerful and principled.
Reflection: Standing Up to a Bully in the Boardroom
“You may not control all the events that happen to you, but you can decide not to be reduced by them.”
— Maya Angelou
Take a few quiet moments with yourself. Reflect honestly, write with confidence. This space is sacred—it’s where your power begins to return.
When have I witnessed or experienced bullying in a professional setting?
“The standard you walk past is the standard you accept.” — David Morrison
Describe the moment. What happened? How did it make you feel? Were you silent, complicit, defiant? Let it all out—without judgment.
What made it difficult to speak up at the time?
“Our lives begin to end the day we become silent about things that matter.” — Martin Luther King Jr.
What was holding you back—fear of retaliation, of not being believed, of losing your place? What did that silence cost you?
Who in my professional life has stood up to toxic behavior—and what impact did it have?
“Courage is contagious. When a brave person takes a stand, the spines of others are often stiffened.” — Billy Graham
What did they do that you admired? What shifted afterward? What did it teach you about the kind of leader you want to be?
What would I say if I could go back to one of those moments now?
“Speak your mind—even if your voice shakes.” — Maggie Kuhn
Write down the words. The truth. The boundary. This is your chance to reclaim what was left unsaid.
What boundaries do I need to set in my current work life?
“Daring to set boundaries is about having the courage to love ourselves even when we risk disappointing others.” — Brené Brown
What behavior have you tolerated too long? What simple phrase could protect your peace and dignity moving forward?
What kind of boardroom—or work culture—do I want to help create?
“Culture is not built in a day. It’s built every day.” — Jon Gordon
Describe the space you want to be part of. What are the values? How are people treated? How would it feel to belong there fully?
Make a Commitment
“You are not here to shrink down to less, but to blossom into more.” — Oprah Winfrey
Complete this sentence:
The next time I witness bullying, I will…
Then sign it, date it and return to it when you need strength.
Standing up to a bully is terrifying—until you do it. If you’re in that position now, take heart. You have the right to be respected. That’s how real change begins.
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