The second week of this journey marked a critical transition—moving from understanding what workplace bullying is to building how we solve it. Days 6 through 10 explored the infrastructure required to translate empathy into action, recognizing that sustainable change demands both emotional intelligence and operational systems.
The week culminated in understanding that exits from toxic workplaces aren’t failures—they’re data points that should trigger organizational examination. Speaking with three bullying victims revealed a devastating pattern: the same psychological destruction across different organizations, confirming this isn’t about bad actors but systemic cultural conditions.
What started as an unconscious utterance—”workplace bullying”—in front of 300 people has become a movement of sorts. The response has been overwhelming: friends, family, colleagues from 10 and 20 years ago, and complete strangers (including someone from as far afield as Australasia) have reached out to share their experiences.
The LinkedIn post generated 5,000 impressions, 117 reactions, and 52 heart warming and heartfelt comments. The newsletter attracted 574 subscribers in just 48 hours. This isn’t validation—it’s confirmation that people are desperate for a non-judgmental, psychologically-informed approach to a problem that’s been dismissed, misunderstood, and inadequately addressed for too long.
What’s Live Now (End of Week 2)
✅ Daily blog: 11 posts published (Day 0-10) documenting this journey with psychological depth and vulnerability and 2 weekly reviews
✅ Website: MartinLewisKnowles.com featuring video introduction, feedback form, blog archive, and workplace bullying resources
✅ LinkedIn presence: Post with 5,000 impressions, 117 reactions, 52 comments creating meaningful dialogue about bullying mostly as comments and direct messaging through Linkedin
✅ Newsletter: LinkedIn newsletter launched with 574 subscribers in 48 hours
✅ Contact system: Tracking all conversations, ensuring no one gets lost in the response volume
✅ Simple Toolkits available: Einarsen & Zapf’s five categories, bullying continuum (banter to assault), behavioral indicators which I would like to turn into a downloadable resource
✅ Provider connections: Conversations initiated with handful of providers already operating in this space telling me there is hope, there are organisations willing to face this head on
Focus for January 2026 (Post-Christmas Return)
Content & Community
- Blog cadence: Establish sustainable publishing rhythm, daily is toooo much (c2hrs per day)!
- LinkedIn Newsletter: Weekly editions linking blog content, website resources, and community building
- LinkedIn Group: Launch dedicated space for internal organizational allies to connect and share strategies
- Email signup: Increase website conversions beyond LinkedIn-only audience, perhaps using the research whitepapers I am working on?!
Resources & Tools
- Self-assessment toolkit: Interactive version of Einarsen & Zapf framework allowing individuals to assess their experiences
- Video content strategy: Move from solo recordings to guest interviews (victims, reformed bullies, HR leaders, psychologists)
- YouTube channel: Develop podcast-style format for deeper conversations and broader reach
Strategic Development
- MVP & VIP updates: Formulate clear strategy for supporters who want to help take this further
- Provider landscape mapping: Understand what exists, identify gaps, position unique value proposition
- Follow-up system: Reconnect with everyone who reached out during Weeks 1-2 to maintain momentum
Taking Space Over Christmas
After two intense weeks of discovery, vulnerability, research, writing, and responding to an overwhelming wave of support, I’m taking a couple of weeks off over Christmas. This isn’t stepping away—it’s creating the space necessary to return refreshed, clear-headed, and ready to tackle solving workplace bullying with renewed energy in the new year.
The foundation is built. The community is forming. The need is undeniable.
2026 begins with purpose.
Appendix: Daily Blog TL:DR
| Day | Blog Post Title & Description | Top 2-3 Most Impactful Points |
|---|---|---|
| Day 0 | Simon Squibb Says…Your Purpose Is To Solve Workplace Bullying – The unconscious moment when workplace bullying emerged as a meaningful purpose | – Unconscious passion discovered: When Simon asked about biggest pain point, “workplace bullying” came out without thinking – Collective validation: 300 people responded with interest, confirming it’s not just a personal issue – Honest vulnerability: “I don’t know what I’m doing here” but knowing current approaches don’t work means we need a new angle |
| Day 1 | My Pain Points – Identifying the personal struggles and challenges in tackling workplace bullying | – Multiple pathways, limited capacity: Research, write, create videos, build frameworks, consult, support victims – can’t do all simultaneously – Paralysis of possibility: Having many paths forward but no capacity creates frustration – Bridging personal experience with solution: 30 years of observations need to translate into actionable frameworks |
| Day 2 | Vilifying Bullies Won’t Solve Workplace Bullying – Moving beyond blame to understanding | – Sensitivity spectrum framework: Examining hypersensitivity (victims) vs. hyposensitivity/lack of awareness (bullies) – Cultural conditions over individual blame: Companies may prefer “pressure creates diamonds” mentality – Discussion points not conclusions: Testing whether bullying stems from micro-transgressions, accumulated intimidation, and environmental factors |
| Day 3 | Wrestling with Workplace Bullying – Grappling with the complexity of the problem | – Is there a business here? Friends/consultants say there’s not much money in this – is it business, charity, or service? – Victims don’t use EAPs: Employee Assistance Programmes exist but victims feel uncomfortable calling them – Purpose over profit: If purpose is strong enough, does it matter if there’s no traditional business model? |
| Day 4 | Am I A Bully? – Critical self-examination and accountability | – The retaliation trap: Victims can become perpetrators (30-35% do) without realizing it through reactive behaviors – Behavioral indicator toolkit: Using Einarsen & Zapf’s framework to honestly assess own behavior patterns – Creating non-vilifying environments: Most bullies lack awareness – need spaces where people can examine behavior without being condemned |
| Day 5 | Can EQ be the Cure? – Emotional intelligence as prevention and solution | – Negative correlation between EQ and bullying: Research shows as emotional intelligence increases, bullying decreases – Empathy as cornerstone: Understanding/sharing others’ feelings reduces harmful behavior and creates bystander intervention – Future-proofing advantage: In AI-augmented workplace, EQ becomes the competitive differentiator when IQ work is automated |
| Day 6 | Building an Infrastructure with Empathy – Systems thinking meets emotional intelligence | – Empathy needs infrastructure: Can’t just rely on feelings – need operational systems to track, measure, and manage – Vulnerability AND spreadsheets: Both emotional understanding and operational excellence required – Leadership development = bullying prevention: Can’t build emotionally intelligent leaders in cultures that tolerate bullying |
| Day 7 | Toolkit Time! – Transitioning from theory to practical application | – Creating practical resources: Moving from frameworks and concepts to usable tools organizations can implement – Balancing the workload: Week caught up – managing the work itself while building solutions – Finding internal allies: Focus on people inside organizations who want to solve this but feel isolated |
| Day 8 | When Exit Becomes Liberation – Strategic exits and their meaning | – Redundancy as release, not failure: The “ahhh” wasn’t pity – it was recognizing liberation from toxic situation – Exits can be activism: Individual departures create data points that should trigger organizational examination – Both emotional and operational work: Need vulnerability to understand psychology AND systems to track/manage change |
| Day 9 | Solving Workplace Bullying – Continuing the journey and building momentum | – Week 2 momentum building: Solidifying frameworks and deepening understanding – Bullying continuum: From banter to assault – understanding the escalation pattern – Creating movement: Not just individual solutions but building community of internal change agents |
| Day 10 | Trauma and Recovery – Understanding lasting impact on victims | – Pattern recognition across organizations: Spoke to three bullying victims – same devastating pattern in different companies – Depth of psychological impact: PTSD, anxiety, depression, resource depletion affecting entire life, not just work – Triggers and healing: Understanding when trauma is compartmentalized vs. truly resolved; what does recovery actually look like? |
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