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Forbes
24 minutes ago
- Forbes
Why Gaslighting At Work Can Be Worse Than Passive Aggressive Behavior
Why Gaslighting At Work Can Be Worse Than Passive Aggressive Behavior If you have ever walked out of a meeting questioning your memory, your judgment, or even your value, you are not alone. You might be experiencing gaslighting or passive-aggressive behavior at work. Both are more common than most people realize and both can quietly chip away at your confidence. What is gaslighting? The term gaslighting comes from a 1944 movie where a husband tries to drive his wife crazy by convincing her she's imagining things. In the workplace, gaslighting isn't always so obvious, but the effects can be just as harmful. Passive-aggressive behavior may seem less severe at first, but over time it creates resentment and confusion. The two behaviors both damage communication and trust. Understanding how they work, how to spot them, and what to do when they appear is key to protecting your emotional well-being and your professional growth. These behaviors can erode curiosity, silence good ideas, and drive talented people out the door. And when that happens, performance and culture both suffer. What Do Gaslighting And Passive Aggressive Behavior Look Like At Work? What Do Gaslighting And Passive Aggressive Behavior Look Like At Work? Workplace gaslighting is a psychological tactic used to manipulate others into doubting their own perception of reality. Think about that for a moment. Someone deliberately tries to make you believe something that is an intentional distortion rather than disagreement. It happens when someone repeatedly invalidates another person's concerns, blames them for things they did not do, or pretends a conversation never happened. That might sound cruel, and sometimes it is not even intentional, but it can be damaging. On the surface, gaslighting and passive-aggressive behavior can seem similar. Both leave you questioning what just happened. But they are fundamentally different. Passive-aggressive behavior is usually an indirect expression of frustration, like sarcasm, procrastination, or silent resistance. Gaslighting is an attempt to make you question your reality. One avoids conflict. The other manipulates perception. And while both are toxic, gaslighting can be much more destabilizing. Here are a few examples of passive-aggressive behavior at work: Here are a few examples of gaslighting at work: In many cases, the person being gaslit starts to internalize the blame. That is what makes it so effective and so dangerous. As Dr. Robin Stern, psychologist and author of The Gaslight Effect, explains, victims often doubt themselves and their instincts. When this happens at work, it creates confusion, self-doubt, and disengagement. Why Are Gaslighting And Passive Aggressive Behavior So Damaging To Workplace Culture? Why Are Gaslighting And Passive Aggressive Behavior So Damaging To Workplace Culture? Gaslighting creates fear, and fear kills curiosity. When people feel unsafe speaking up, they go silent, innovation stalls, and mistakes go unreported. Employees who once felt energized by their work start to pull back emotionally or leave altogether. Passive-aggressive behavior also contributes to a toxic work environment. While it may seem less intense, its persistent nature fosters resentment, confusion, and a breakdown in communication. A study from the Workplace Bullying Institute found that more than 30% of employees have experienced some form of bullying at work, and gaslighting was a common thread. This is especially problematic because gaslighting often hides behind power structures. A senior leader might be the one doing it, intentionally or not. And because they have influence, others might defend or excuse the behavior. What makes gaslighting more damaging is its effect on a person's identity and psychological stability. While passive-aggressive behavior often triggers frustration, gaslighting can trigger self-doubt, anxiety, and even trauma. It not only changes how someone feels about work, it can alter how they see themselves. These behaviors also create a ripple effect. Once one person is treated this way, others take note. They learn it is not safe to challenge, to question, or to think independently. Over time, that kind of environment becomes hostile to curiosity and psychological safety. People learn to adapt rather than engage, and that hurts business. How Can You Respond To Gaslighting And Passive Aggressive Behavior At Work? How Can You Respond To Gaslighting And Passive Aggressive Behavior At Work? If you suspect gaslighting or passive-aggressive behavior is happening to you or someone you manage, there are steps you can take to bring clarity back into your workplace interactions. Start by documenting conversations and decisions. That can ensure clarity. Keep written records of assignments, expectations, and performance discussions. Use email to confirm verbal conversations. Paraphrasing back what you have heard is a very effective technique to ensure understanding, and it is especially helpful if you suspect gaslighting. If someone tries to claim a conversation never happened, you will have something neutral to refer back to. Next, you do not have to accuse someone of gaslighting or being passive-aggressive, but you can call out inconsistencies in a factual, calm tone. For example, say, 'I want to be sure we are on the same page. I remember that conversation differently. Here is what I have in my notes.' Curiosity is powerful here. It allows you to challenge distortion without escalating into confrontation. It also helps to build allies. Isolation is one of the goals of gaslighting. Counter it by staying connected to people who can validate your experiences. That might include HR, a mentor, or even a peer who witnessed the behavior. These behaviors lose their grip when the person being targeted is not alone. If you are in a leadership role, be proactive. These behaviors often thrive in ambiguity. Create channels where employees can speak up without fear. Train managers on how to handle feedback and conflict without resorting to psychological tactics. Promote transparency and reward open communication. Why Curiosity Helps Protect You From Both Gaslighting And Passive Aggression Why Curiosity Helps Protect You From Both Gaslighting And Passive Aggression Curiosity creates space to explore rather than assume. When someone says something that contradicts your experience, a curious question like, 'Can you help me understand how you saw that?' shifts the conversation from confrontation to collaboration. It also gives you a moment to pause, reflect, and stay grounded in what you know to be true. In my research on workplace curiosity, I found that one of the biggest blockers is fear. Fear of being wrong. Fear of being dismissed. Fear of speaking up. Gaslighting and passive-aggressive behavior exploit all of those fears. That is why building a culture of curiosity is a safeguard against manipulation. It reinforces psychological safety and helps people separate facts from spin. The Bottom Line On Gaslighting And Passive Aggressive Behavior At Work The Bottom Line On Gaslighting And Passive Aggressive Behavior At Work Gaslighting and passive-aggressive behavior are real threats to employee well-being and organizational health. While both undermine communication and trust, gaslighting causes deeper harm because it leads people to question their own thinking and reality. That level of psychological manipulation has a more lasting impact, not just on individuals, but on culture and performance. Recognizing these behaviors, addressing them early, and creating systems that support psychological safety can restore trust and reignite curiosity. People do their best work when they are confident, heard, and clear about what is real. That starts with having the courage to name what is happening, and the curiosity to explore what comes next.
Fast Company
28 minutes ago
- Fast Company
What to know about aviation's ‘black box' after report on deadly Air India crash
A preliminary finding into last month's Air India plane crash has suggested the aircraft's fuel control switches were turned off, starving the engines of fuel and causing a loss of engine thrust shortly after takeoff. The report, issued by India's Aircraft Accident Investigation Bureau on Saturday, also found that one pilot was heard on the cockpit voice recorder asking the other why he cut off the fuel in the flight's final moment. The other pilot replied he did not do so. The Air India flight— a Boeing 787-8 Dreamliner —crashed on June 12 and killed at least 260 people, including 19 on the ground, in the northwestern city of Ahmedabad. Only one passenger survived the crash, which is one of India's worst aviation disasters. The report based its finding on the data recovered from the plane's black boxes —combined cockpit voice recorders and flight data recorders. Here is an explanation of what black boxes are and what they can do: What are black boxes? The cockpit voice recorder and the flight data recorder are tools that help investigators reconstruct the events that lead up to a plane crash. They're orange in color to make them easier to find in wreckage, sometimes at great ocean depths. They're usually installed a plane's tail section, which is considered the most survivable part of the aircraft, according to the National Transportation Safety Board's website. What does the cockpit voice recorder do? The cockpit voice recorder collects radio transmissions and sounds such as the pilot's voices and engine noises, according to the NTSB's website. Depending on what happened, investigators may pay close attention to the engine noise, stall warnings and other clicks and pops, the NTSB said. And from those sounds, investigators can often determine engine speed and the failure of some systems. Investigators can also listen to conversations between the pilots and crew and communications with air traffic control. Experts make a meticulous transcript of the voice recording, which can take up to a week. What does the flight data recorder do? The flight data recorder monitors a plane's altitude, airspeed and heading, according to the NTSB. Those factors are among at least 88 parameters that newly built planes must monitor. Some can collect the status of more than 1,000 other characteristics, from a wing's flap position to the smoke alarms. The NTSB said it can generate a computer animated video reconstruction of the flight from the information collected. What are the origins of the black box? At least two people have been credited with creating devices that record what happens on an airplane. One is French aviation engineer François Hussenot. In the 1930s, he found a way to record a plane's speed, altitude and other parameters onto photographic film, according to the website for European plane-maker Airbus. In the 1950s, Australian scientist David Warren came up with the idea for the cockpit voice recorder, according to his 2010 AP obituary. Warren had been investigating the crash of the world's first commercial jet airliner, the Comet, in 1953, and thought it would be helpful for airline accident investigators to have a recording of voices in the cockpit, the Australian Department of Defence said in a statement after his death. Warren designed and constructed a prototype in 1956. But it took several years before officials understood just how valuable the device could be and began installing them in commercial airlines worldwide. Why the name 'black box'? Some have suggested that it stems from Hussenot's device because it used film and 'ran continuously in a light-tight box, hence the name 'black box,'' according to Airbus, which noted that orange was the box's chosen color from the beginning to make it easy to find. Other theories include the boxes turning black when they get charred in a crash, the Smithsonian Magazine wrote in 2019. The media continues to use the term, the magazine wrote, 'because of the sense of mystery it conveys in the aftermath of an air disaster.'
Yahoo
44 minutes ago
- Yahoo
Church of the Highlands Mobilizes Thousands for Serve Day 2025 Across Alabama and Georgia
Annual outreach initiative delivers 90,000+ volunteer hours and expands Convoy of Hope partnership BIRMINGHAM, Ala., July 14, 2025 /PRNewswire/ -- More than 19,000 volunteers from Church of the Highlands served the practical needs of people in communities across Alabama, Georgia, and beyond on Saturday, July 12. Serve Day is an annual Highlands event where volunteers from each of the church's 26 campuses meet physical and spiritual needs through projects such as home repairs, meal deliveries, hospital visits, school cleanups, and more. Volunteers also distributed groceries and essential items in underserved areas through a continued partnership with Convoy of Hope, a faith-based humanitarian organization. "We love our communities, and it's an honor to show up, serve people, and let them know they're not alone," said Mark Pettus, lead pastor at Highlands. "Highlands exists to make a difference in the world around us, and Serve Day is one way we get to do that together." Projects were organized through a Serve Day app, which Highlands developed and provides free to other churches organizing their own serve and outreach programs. The app helped coordinate more than 90,000 volunteer hours for Highlands members. This year's Serve Day marked an expansion of Highlands' partnership with Convoy of Hope that delivered 500,000 pounds of food and essential supplies into neighborhoods for individuals facing food insecurity, financial hardship, and personal crises. Serve Day projects are locally led, often organized through Highlands' small groups. More than 1,040 local projects were completed and included caring for elderly neighbors, renovating homes for foster families, and supporting veterans, widows, and people experiencing medical or financial challenges. Projects supported key community institutions such as schools, food banks, shelters, and women's resource centers. In total, Serve Day projects resulted in 36,039 meals served, 143,101 people reached, and more than $2.4 million in economic impact across local communities. About Church of the Highlands Church of the Highlands is a life-giving local church with 26 campuses across Alabama and Georgia. With a mission to help people Know God, Find Freedom, Discover Purpose, and Make a Difference, Highlands exists to transform lives and communities through faith and service. For more information, visit Broll and additional photos are available upon request. Media contact: communications@ View original content to download multimedia: SOURCE Church of the Highlands Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
