Triple Take Tuesdays -- The assumption that protects workplace predators

TAKE #1 -- MYTH: "When in doubt, assume innocent intent first." This is a common rule in the workplace conflict resolution space, especially when dealing with those who hold power over others.

TAKE #2 -- TRUTH: Assuming innocent intent allows predators, bullies, and passive aggressors to operate freely in your workplace. The old timer who “innocently” jokes about female employees' appearances? The executive who "innocently" excludes certain team members? The star performer who “innocently” displays politically charged paraphernalia. They're all counting on you to assume their “innocent” intent while they systematically harm their colleagues.

TAKE #3 -- TAKEAWAY: Stop assuming intent. Start addressing impact. When someone tells you they’ve been hurt, embarrassed, or shamed, or maybe you saw it firsthand, your job isn't to defend the aggressor's intentions. It's to stop the harm. Intent doesn't erase damage.

KEEP IN MIND: Innocent intent may explain a mistake, but it should never excuse repeated harm. Impact, not intent, is the true measure of a healthy workplace.

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Let's pick up the pieces together.

L. Therese White 

Employment Mediator 

Workplace Conflict Resolution Coach

ThereseWhite.com

P.S. Tired of playing defense with documentation? Let's design an offense strategy. Free strategy session: Call 323-291-4813 or [Link: calendly.com/therese-white/strategy-session].

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