Your culture defines how things are done at your organization. But it’s possible your culture defines how things are not done at your organization. Instead of moving your organization forward, it’s possible your culture is holding you back. If that’s the case, you have a toxic culture.
A toxic culture makes everything more difficult at your organization. Eventually a toxic culture will cause you to lose your best people, decrease your productivity, and reduce your profitability. And it will only get worse unless it’s identified and addressed.
Here are four signs that you have a toxic culture at your workplace.
CEOs need leadership coaching. It may not seem like it because they are already in the top job. But the fact is that CEOs need leadership coaching probably more than anyone else in the organization.
Now, it’s true that you want to build your future leaders through leadership coaching. They do need to be coached in how to lead better than they currently do. No one disputes that. But many CEOs don’t realize they need leadership coaching for themselves.
Here are four reasons why CEOs need leadership coaching more than anyone else in the organization.
The other day a fellow CEO told me about another CEO who found their staff camaraderie suffered because of telecommuting. He said that lack of regular contact took its toll on their organizational culture. That was a lesson that he took to heart, especially in this day of social distancing. We don’t have a choice about where we are physically located at this time, but we do have a choice about whether or not we will make an impact on those we are in contact with, even virtually.
During this COVID reality, you can’t necessarily be with the people on your team, but you can still reach out to them. Your good intentions don’t have to shelter in place.
Your organizational culture will likely suffer because your people don’t have regular human contact with each other. You will need to be intentional about the contact you do have with your team in order to make up for that loss of face-to-face interaction.
Don’t forget to be human when social distancing. In a COVID world, here are some ways to make an impact on those you can’t physically have around you.
In these unprecedented times, the world is looking for stability. Just as the markets crave stability, so does your team. That’s because both are afraid of uncertainty. So in your workplace you can use your leadership to provide stability—and help combat fear in your team.
Right now everyone is trying to stop the spread of COVID-19, but no one knows if the resulting economic damage from the virus will be worse. And right now everyone on your team is wondering if they will lose their jobs later down the line. So all the fear of uncertainty is taking its toll on your team.
Even if you don’t have all the answers right now, here’s how you can provide some stability for your team and help them combat fear in this crisis.
At one time one of my team members acted out of character. At first, I didn’t say anything to her. I just let it go and didn’t press the issue, although I found it concerning. But the next time she said the same thing, I realized I could not let it go. I took the time to initiative to ask her about it. As a result, I discovered what was making her act so unlike herself. Although it was an uncomfortable conversation at first, it gave me a window into what was going on in her head at the time. But that would not have happened if I hadn’t been willing to maximize the moment.
We are in unprecedented times now. People on your team—and in your family—are going to act in ways that will be unlike their normal behavior. Take the time to find out what’s going on in their heads. Be fully present when leading your team. And don’t avoid these uncomfortable conversations.
In your efforts to maximize the moment, here are three rules of engagement when dealing with people on your team.
In any crisis—whether it’s COVID-19, the 9/11 attacks, or the subprime mortgage crisis of 2007-2010—leaders have to act. Leaders need to act decisively and do what’s necessary to navigate through it. At the same time, leaders have to communicate. They need to explain what’s going on and provide their team with perspective.
Max DePree said that the first responsibility of a leader is to define reality. It is important for you to take the time to put the situation in context so that your team can properly interpret what is happening. Since you are the leader, they need you to act like the leader—and communicate like the leader.
Here’s how you can lead your team in a crisis by telling them what they need to hear.
I recently conducted a culture audit for a company that has an outstanding culture. This company has had a meteoric rise in its six years, especially considering the serious challenges they have overcome in their first years. But a surprising number of employees felt that they were being treated unfairly and that their colleagues were not pulling their full weight. And they would not have known that their employees felt that way without the audit.
I’ve found that the worse the culture at an organization, the less likely they want to do anything to fix the culture. It’s the companies that have a good culture—like the one I just did the audit for—that want to make their culture even better.
Ignorance about your company culture is not bliss. Here are three reasons why you should consider having a culture audit.
I attended a conference recently when someone asked me, “What exactly is a good culture?” That was a great question, considering that a lot of people don’t understand what it is or why it is important. And here was my answer: “Good culture is your team’s understanding of how they are to behave even when you are not around.”
Without that definition, it’s easy to ignore the impact and importance of culture. But when people understand it in those terms, they see why it impacts everything that their employees do. And they understand the precarious predicament they put themselves if they don’t take their culture seriously.
Here are five ways that a good culture benefits your organization.
Our society today has a self-leadership crisis. It doesn’t matter where we look—business, politics, entertainment—we see its effects.
The news regularly reports about the financial improprieties of business executives. Politicians get caught all the time doing something they knew they should not do. And the grocery store tabloid headlines are always proclaiming how such and such movie star is cheating on so-and-so.
Despite how little self-leadership is practiced today, our society depends upon it. Here are three practical ways you can exert your self-leadership.