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Expired · 15 Views
heidi.smits
If you fail to plan, you plan to fail
I’ve been described by many as “someone who can crack the code on the most complex problems and explain the solutions to the Board.” I like to believe that my job and position sees me playing an instrumental leadership role in creating a fully integrated business strategy and plan, driving significant gains in revenue and market share, and turning the investor education department into a competitive advantage. I revel in solving seemingly intractable challenges, and leading, coaching and inspiring individuals and teams. I am a lifelong learner who has completed advanced training in creative thinking and problem solving at Synectics, Inc. and the Creative Problem Solving Institute, as well as leadership and culture shaping experiences. When I’m not at work, I enjoy reading, spending time with my dogs and cats and cooking as a form of culinary creative outlet.
Can You Fix a Toxic Culture Without Firing People?
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heidi.smits followed this discussion
It is the culture that is toxic not the people. Firing people is not a guarantee that toxicity inside the organization will be gone too.
Can we really fix a toxic culture without firing people?
liitzy.lisa.1 followed this discussion
Toxic culture is very often one highly toxic person in a position of authority and many underlings too afraid to challenge them. Removing that one individual can make a big difference.
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Toxic culture is very often one highly toxic person in a position of authority and many underlings too afraid to challenge them. Removing that one individual can make a big difference.
Exactly!
albe-rtrut, peter-r, moeketsi-rampupi and 7 others followed this discussion
I was really hoping for some kind of conclusion... I feel like I read a story where I get to pick my ending but I haven’t gotten the kind of insight that I read HBR for.
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Sounded to me like the"culture" started when they created an atmosphere of fear through their"belt tightening". Who wants to work well when they are not feeling appreciated, overworked, and they are afraid of losing their jobs?
You’ve got to make one sacrifice. Pick the most toxic influence and get rid of that person.
If you think the people have the talent that could be channeled for new market opportunities, then create the right organization culture and transform the people into competitive weapon. Organization culture is the result of leadership styles. The company needs a vision where everyone wants to be there and leadership that inspires the workers to give their best.
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If you think the people have the talent that could be channeled for new market opportunities, then create the right organization culture and transform the people into competitive weapon. Organization culture is the result of leadership styles. The company needs a vision where everyone wants to be there and leadership that inspires the workers to give their best.
100% in agreement."Organisation culture is the result of leadership styles". So true especially with a one man business that is not structured and no corporate ethics in place.
Laying off is a quick fix but it doesn’t get to the root of the problem. Many companies have such issues. It takes time for cultural change. Though the company has just turned profitable, it is an investment necessary for the long term good of the company. Happy employees leads to increased productivity. People stay not because they can’t get a job elsewhere. It’s more of the satisfaction they derived from the job.
No.
Every workplace has them -- Lets take advantage of those negative, nagging, mean-spirited, or super-competitive people who make your work life hell and learn how to deal with then without risking your own success or risking their own success using strategy of deceiving and deception .
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