I now believe lawyers are engaged more for intimidation than actual negotiation prowess, this belief of presenting a small target is flawed. A better strategy is the big stick approach, if you want to threaten and intimidate, then you had better be prepared to be belted with a big stick. That is the defensive strategy the accused should be demonstrating, not the offensive strategy that is probably required.

So, naturally, the big stick approach works best when used for defence and not offense. It is a fairly simple strategy, if an individual or organisation believes they have the ability to attack you, then they need to take into account the consequences of the individual defence strategy they will likely encounter. Whilst not literally, in a figurative sense, they can and will be belted with a big stick. That causes organisational reputational damage if it is a workplace, that certainly needs to be taken into account.

Human resources, now renamed people and culture in many organisations is anything but people orientated and the culture of abuse and intimidation is prevalent. The role of human resources is to protect the organisation, it has nothing to do with enhancing learning and growth opportunities including protecting staff. I have learned that the real People and Culture function is to protect the management. It has absolutely nothing to do with the vast majority of staff members who actually work hard for the organisation.