Negative behaviour patterns are common in workplaces, and you’ve probably run into them yourself.
So how do we put a stop to behaviour that impacts team performance and wellbeing?
In this episode, I take a look at this tricky problem and outline some steps you can take to try to make a positive shift in your working environment, for the benefit of yourself, your people and your organisation.
This is the last episode for the year – so be sure to give me an end of year positive review on Apple podcasts below if you liked it, and have a safe and hopefully restful end of the year.
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Show Links:
- Article: Seeing Negative Behaviour Patterns? Here’s How to Stop Them.
- Podcast: Thoughtful Leader Podcast #50: Are You Avoiding a Difficult Conversation?
- Podcast: Thoughtful Leader Podcast #104: Why Leaders Must Set Boundaries at Work.
- Leadership Coaching: Apply for your complimentary full coaching session.
Sometimes, a person is seen as ‘causing problems’ because they notice and react to toxic behaviors around them (shutting down, struggling, etc.), which can worsen the situation. This often leads to the ‘good’ people leaving, further entrenching a dysfunctional culture within the company.
This is my current situation: I recently joined a team where difficult behaviours and bullying were already present, which seems to be part of the organisational culture (as I’ve observed in other teams as well). This has significantly affected me. When I tried to address it with my manager, it only made things worse for me. I’ve shut down and have been labeled as the problem.
It’s very hard, and I’ve decided it’s time to leave.
Some leaders are afraid to address and manage bad behaviours, preferring to brush them under the rug. They find it easier to maintain the status quo and get things ‘done’ at any cost, rather than working towards nurturing a positive work culture and recruiting good people. Many of these leaders simply don’t know any better…
It’s about balancing what one can accept / not accept in those situations, and so determine if they should leave or stay.
I always love your podcast, thank you.
Thanks for sharing your story Coralie – it’s terrible that you had to experience that.
However, it sounds like you’ve made an effort to make a change and then also made an intentional decision about whether to stay or go – so for that I think you should be congratulated!
I hope the next organisation is a better fit for you.
Cheers,
Ben