Its factually inaccurate, too, because no human does anything or nothing in a constant way.
Instead, quantify the undermining you experience.
It leaves you feeling like your perspective isnt being heard.
If this is the case, bring in a trusted colleague to observe the interactions.
Call it a peer-check.
Describe what youre experiencing and ask them to observe and evaluate the interactions.
Do they find that the other persons words or behavior undermines yours?
Our interpretations and reactions to others arent always correct.
Its common to interpret another persons behavior toward us as malicious when it wasnt intended that way.
Its also possible your hunch is confirmed by your colleague and this coworker is undermining you.
If this is the case, bring your boss into the issue and ask for their help.
She said it was ominous and, frankly, kind of weird.
But nine months later, she understood the warnings.
The culture was built on intense competition with bonus payouts based on individual success.
This meant that working as a team, collaborating with others, or even sharing information wasnt incentivized.
Instead, getting ahead despite others was.
Understanding what influenced the work culture helped her cope with it.
you might do that too.
See if there are external influences shaping the way people behave.
This isnt to condone bad behavior; it is to understand it so you could make some choices.
My colleague is choosing to stay with her company because of the experience shes getting in her field.
For you, that may or may not be the case.
Stick with the facts if you do.
Be as factual as possible.
But you also dont have to address the behavior.
Instead, you’ve got the option to focus on your own strategies to overcome it.
Maybe before the next meeting, you practice out loud what youll say when your coworker interrupts you.
