Delayed submissions.
Not speaking up.
Mediocre performance and output.
Bullying.
Discrimination.
What happens when a leader allows these behaviors in the workplace?
It spreads. Like wildfire.
“But she’s doing it, so it means, it’s okay.”
“The boss saw it and didn’t say anything.”
Whatever leaders permit, they promote. It’s as simple as that.
So if you’re wondering why certain behaviors prevail in the workplace, you may want to look at what the leaders are doing or not doing.
What could happen when Leaders start tolerating these behaviors? Or worse, if they’re doing it themselves?
You are saying, “This is acceptable.”
One leader shared her frustrations about her team’s lack of accountability. I asked her what she’s doing about it and she said as if feeling helpless, “None. It’s like it’s normal!”
Whether it’s a poorly written report, disrespect or habitual tardiness in meetings, not calling it out just says, “This is acceptable.” And when you unconsciously or unintentionally send this message across, you are giving your team the green light to do that as well. So don’t be surprised when more members of your team are doing the same thing.
You are saying, “This is who I am as a leader.”
What you reward, tolerate or call out reflects what you value and who you are as a leader.
If you’re fine with cutting corners or skipping steps in the process, you’re saying, “compliance is not important to me.”
If you call the attention of team members who are talking while another member is presenting in a meeting, you are showing that you value respect.
Your leadership brand is not just something written on your LinkedIn profile. It’s reflected in what you do and what you allow others to do.
You’re devaluing the good ones
I was once part of a team of leaders who brushed off another leader’s late submission of a critical requirement that disqualified the whole organization from an award we were all vying for. It took a while for me to get over the frustration of all my hard work and contributions going to waste just because of that miss. And yet, everyone else seemed okay with it. Well, it didn’t take too long for me to leave.
When you continue to tolerate behaviors that negatively impact the team or the organization as a whole, you make those who show up at their best and contribute positively to the team, feel like what they do doesn’t matter. Soon, you might just find them packing their bags to seek where they can be valued.
Behavior is a function of a person in his environment. – Kurt Lewin
As a Leader, you set the tone…
You can blame it on the systems or fall into the trap of, “ because everyone’s doing it” or “it’s always been done this way.”
Remember that as a leader, you…
… must protect both the company’s and the employees’ interest
… have a voice that you must use to make it right
… have a choice to take the easy path of turning a blind eye, or make hard decisions and do the right thing
… are watched by your team and others who look up to you.
No Special tools needed. You can start today, and do it consistently to make a difference. Coach Kurly de Guzman is a Career and Leadership Coach and one of a LinkedIn’s Top Voice based in the Philippines. She continuously seeks ways to help coaches, leaders and teams thrive through her newsletter, leadership and career development workshops as well as group and 1:1 coaching session for clients.
To work with Kurly, send an email to hello@kurlydeguzman.com or book an exploratory call to discuss your organization’s needs here
