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How to Survive a Toxic Work Culture
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- čas přidán 17. 08. 2024
- **This free download will help you calculate your Office Drama Quotient:
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Are you working in a toxic culture? When should you stay or go?
In this episode of Cychology, Cy reveals two options to get right with your company culture. You either stay in joy or you leave in peace.
Cy Wakeman is a New York Times Best-Selling Author, International leadership thought leader, keynote speaker and expert blogger.
www.realitybasedleadership.com
If you happen to be an employee or leader asking:
What to do when I am working in a toxic culture?
How to deal with a bad company culture?
How to improve company culture?
How to fix the culture at my company?
This video will have some great ideas to change your mindset.
If you enjoyed the video and/or completed our FREE Office Drama Quotient Worksheet we'd love for you to give this video a thumbs up and leave us a comment.
Feel free to post any questions in the comments below and we will have Cy answer them on the next episode of Cychology!
You can also send questions or comments to info@cywakeman.com. We promise we won't sell you out online - the questions will stay anonymous!
Lead on drama diffusers.
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I am agree your quote Mrs. Cy Wakeman.
If we leave ego 'we will get the right with your culture stay and joy or you to lead the peace.'
It is not easy to spread fragrances around of toxic in workplace is not washed in ourselves. 🙂
You know I "stayed and played" in a toxic work environment and you know what that got me? One day they disabled my badge without notice and made me sign my termination paperwork in the deli of the office building. My problem was I was hired for a job I simply was not trained for. The people who knew the stuff refused to train me. When I brought this up to management they blamed me. They said I wasn't trying hard enough to learn. This went on for a year. Then one day my dog was dying and I had to take some time off to look out for her. I let my supervisor know. When I come back to work my card was disabled and I am being served my termination papers. My manager was looking for any excuse to fire me. Even taking a few days off to take care of a dying loved one. Personally if I am ever in a toxic environment ever again I will NEVER stay and play. Some people are just bad at their jobs and want to find a scapegoat.
They were bad at their job of training you and you were bad at your job because you allowed them not to help you.
This is F A N T A S T I C
Thanks for posting. I’m at a point where I’m seeking ways to help change our toxic culture. I’m also now aware to make sure my ego is in check.
Love that this video has got you thinking in new ways! Keep following along and you'll be sure to get more tips to help you keep moving towards a drama-free life. Thanks for commenting and following along!
Omg I love this! That is so funny about the ice cream. That is a good lesson.
Thanks, Evie! So glad you enjoyed the video!
Wow! You are telling people to ignore abuse, bullying, and disrespect and tell them it is in their head!!! Sounds like gaslighting horrific behavior.....
Your videos have helped me think more carefully about my thoughts - to avoid judging and just describe. I'm seeing myself more clearly - and, for better or worse - seeing others in a different way as well. Some are more healthy and consistent than me, some less so. But, now that I'm describing things factually, I have identified why it seems that nearly everyone is having big problems with one person in particular. Organizational psychologists tell us that about one percent of the population is sociopathic. I think this guy is - his drama and blame and bullying is really causing a lot of turmoil. It's almost impossible for anyone to escape. Many of us were blaming ourselves until we found we were having common - fact-based - experiences. Is the only option to leave the organization? Statistically, there will probably be another one in the next job.
First off, thank you for watching our videos! I love hearing that you have started to pause and reflect on your daily thoughts and behaviors! As for the individual you described, it's hard to consult without having all the information at hand. But, one of my core beliefs is that your circumstances aren't the reason you can't succeed, but the reality in which you must succeed. You're right that no matter where you go in life, there will always be challenging or difficult people. Showing you can be resilient and succeed no matter what is powerful. Wish you the best of luck, and keep following along! More great stuff coming every week.
M Miller reality is that there are sociopaths, psychopaths, narcissists. He may be one. Think about how much it is impacting your life. I don’t think staying just because “statistically” there could be another one is a good reason. Mostly you need to get really clear on what is really happening and what are you stories about what is happening. Then make a best guess about if you can and want to live with it as is or move on.
@@RealityBasedLeadership I fully buy in to the idea that we can't fall victims to our circumstances. Attitutde is everything and there is a lot that is within our control and we'll have better lives if we embrace a problem-solving mindset. But. The message you seem to be glancing over is the responsibility of the employer (leader) in acting ethically and responsibly. I've worked for organizations that have very real power/control systems (and very self-oriented leaders) that use this type of thinking to take advantage of employees - consequently the most loyal and hard working employees get burned out and it takes a tremendous toll on their psyche. It can take a while to realize that a culture is toxic, and like an abused spouse, you get used to it and make excuses for your employer. There are a lot of organizations like this - I've worked for a few. If you as a leader enable that culture by telling your employees' it is all on their attitude and they should focus on results - that is called abuse. If it is always on the employee to muster up the right attitude, what is the responsibility of the employer for taking care of their employees to set them up for success? If a manager can remove a known (factual) barrier - why wouldn't they do that AND encourage the person to have a problem-solving mindset? We are seeing record numbers in disability leaves related to mental health and stress because of work environments. There is very real abuse of power. I feel like telling people to overcome these circumstances with a positive mindset and not hold their organizations accountable for the work experience they provide, may be irresponsible. Do we really expect all employees to put organizational results ahead of their own well-being?
Hello Miss Cy, I have read one of your books and I watch your videos here and they are very helpful. I struggle with consistency. Some days I'm pumped up and positive and some days I'm participating in the drama. Today, I'm pumped up and am open to learning. One thing I heard you say that I have heard numerous times is managing risks. What does that mean exactly ? I work in the oil and gas industry and I associate risk as something about safety. Is this the same thing ? Please help. Thank you
Thanks for reaching out Big Pat - just want to congratulate you, first, on recognizing the human condition we all have around the decision to consistently choose being engaged and ready to learn each and every day. If you are recognizing you are participating in the drama - that's a big step! That is your new call to greatness each day to either participate in it or redirect that energy into how people can stop judging and start helping.
Regarding risk, safety is definitely a risk. What I'm often referring to is when people role out a new strategy we tend to get a list of all of the reasons, stories and excuses why that strategy won't work or why it's a 'bad' strategy. We tell leaders to take all of the reasons and put them on paper for everyone to see. What those become are simply 'risks' in the strategy that we must now mitigate as a team. The best part is we are aware of them together (because they are on paper)!
Using this Negative Brainstorming Tool (www.realitybasedleadership.com/wp-content/uploads/2015/08/negative-brainstorming-worksheet.pdf) you can label the 'risks' as high, medium or low level of impact and probability by asking the group. From there, you can use all of the expertise in the room to move the conversation from why it won't work to how it could work. Take the highest probability and highest impact 'risks' that the group determined and have them come up with 3 great ways to mitigate the risk from happening.
So often because of perceived risks in a strategy, the bias in delay of decision making actually closes many opportunity doors, it feels safe, but it also eliminates many options. It feels more secure, but it actually isn’t at the end of it all. We do this to feel safe, and in order to feel safer, we order more data. But this doesn’t help...a good decision isn’t without risk, it’s part of mitigating that risk.
Hope that helps! Keep spreading the word and ditching the drama.