Prashha Dutra

If you don't defend your people, you shouldn't be in leadership.

Leadership isn't about having the title. It's not about running the meetings or making the final call.

It's about standing up when your team is being blamed unfairly.
It's about taking the heat so they don't have to. It's about speaking up when someone's being overlooked, disrespected, or pushed too far.

If your team doesn't feel protected under your watch, you're not leading. You're just managing.
And there's a difference.

The best leaders don't just direct.
They defend.
They shield.
They fight for their people, even when it's uncomfortable.

That's what earns respect.
That's what builds loyalty.
If you can't do that, step aside for someone who will.

Bullies aren't just teenagers in school.
They are also adults in offices, with nice titles, who think they have the right to break the spirits of others.

I've seen it too many times in STEM.
The manager who publicly tears down your ideas.
The colleague who takes credit and gaslights you when you speak up.
The leader who uses their position to belittle and dismiss.

They hide behind "professionalism."
Behind "feedback."
But let's call it what it is: workplace bullying.

Repeat after me:
You're not too sensitive.
You're not overreacting.
You're not the problem.

Bullies target competent, confident people because they feel threatened.
They see your potential and want to dim it.
But their behavior says everything about their character and nothing about your worth.

You don't have to tolerate it.
Document everything.
Set boundaries.
Speak to HR if it's safe.

And if nothing changes? Leave.
No title, no paycheck, no "opportunity" is worth your mental health.

The right workplace won't allow bullies to thrive.