Thomas Gelmi’s Post

The biggest problem for many working people is that the actual work on their desks is the easiest part of the job. Nothing they are responsible for doing at work is especially challenging. It's only hard to do the job because of the politics, the rules and the dark, fearful energy that flows throughout the workplace and bogs everyone down. A broken culture makes everything else harder, from organizing projects to getting critical approvals to move your work forward. #leaders #leadership #management #personaldevelopment

As a leader, what actions should you take when someone reports toxic behavior that’s harming them and the rest of the team? What should you do—and what should you avoid? Our CEO, Ro Fernandez, has created practical guidelines to help you respond immediately and with the urgency these situations require, while avoiding reactive decision-making. Learn more and take proactive steps to create a healthier workplace: https://lnkd.in/g5G7e4pm #workplace #toxicworkplace #leadership #companygrowth #teamhealth

"But they're good at what they do..." How often have you heard this as a reason to tolerate employees who contaminate an organization's culture? There is a mighty high cost to poor workplace behavior. - The other employees lose trust and confidence in their leader. - The culture suffers severe damage. - Your good employees dread coming to work, disengage, and may look to leave the company. All because ONE person's poor behavior is continually tolerated, regardless of how many times they have been "talked to." Here's the thing. If that employee who behaves poorly is good technically - that means another person can learn to do their job. If that's your reason for keeping them on, it's an excuse for you to not have to deal with a challenging situation. Period. Not dealing with the situation will have far worse consequences. You have to be ready to own that. You also have to be ready to lose your best people. Quit tolerating those who poison your culture. Do you agree? Leave a comment - would like to know your thoughts. Please share if you found value in this! Follow me, Lisa Hinz, CPC for more leadership insights. #toleration #bademployees #stepup #leadershipcoach

There are many components to creating a healthy culture, in both teams and organizations. Check out Cindy Benning's latest article exploring how a team's behaviours impact its culture. #livelearngrow #teamshiftmagazine #spacetolead #culture #teamculture #leadership #leadershipdevelopment

🔧 Solutions Over Complaints: Transforming Workplace Attitudes "The No Complaining Rule" by Jon Gordon is a practical guide for creating a positive work environment by eliminating negative attitudes and fostering a culture of appreciation and collaboration. It centers around the idea that complaining is detrimental to productivity and morale, and it offers strategies to combat this behavior in the workplace. Key Insights: 1. Complaining is Contagious 😷   - Negativity spreads quickly, affecting team morale and productivity. Leaders must recognize and address it promptly.    2. Positive Leadership is Crucial 🌟   - Leaders set the tone for the organization. A positive attitude from the top influences the entire team.    3. Focus on Solutions, Not Problems 🔧   - Instead of dwelling on issues, shift the focus to finding actionable solutions. This mindset encourages proactive problem-solving. Practical Tips: 1. Implement the No Complaining Rule 🚫   - Establish a clear rule that complaining is not allowed unless the complaint is accompanied by a potential solution.    2. Create a Positive Culture 😊   - Encourage gratitude, recognition, and positive communication. Celebrate successes and learn from failures together.    3. Practice Positive Communication 💬   - Use positive language and constructive feedback. Avoid gossip and negative talk. Exercises: 1. The Gratitude Journal 📓   - Encourage employees to keep a gratitude journal, noting down things they are thankful for each day. This helps shift focus from negative to positive.    2. Solution-Focused Meetings 🛠️   - During meetings, dedicate time to discuss solutions rather than problems. Create a culture where bringing solutions is the norm.    3. Recognition Programs 🏆   - Implement programs to recognize and reward positive behavior and contributions. This reinforces a positive culture. By applying these insights, tips, and exercises, organizations can significantly reduce negativity and foster a more collaborative, productive, and positive work environment. 🔵We Provide Workshops, Trainings & E-Learns inspired by this book🔵 #NoComplainingRule #PositiveLeadership #WorkplaceWellness #PositiveCulture #SolutionFocused #LeadershipAdvice #Leadership #BreakingBarriersTraining

The "Iceberg of Ignorance" is a phenomenon that continues to plague organizations today. A study by Sidney Yoshida uncovered a poor distribution of power and information within the hierarchy, leading to a lack of knowledge of front-line problems among leadership. Unfortunately, this disconnect between front-line employees and managers still exists. Majority of issues are either hidden or ignored, leaving leaders in the dark. So, how do we melt this iceberg of ignorance? One way is to spend more time on the frontline engaging with front-line employees, and empowering them to participate in the decision-making process. Additionally, actively seeking out feedback and providing the right feedback channels is crucial. But ultimately, none of these will work unless our employees feel psychologically safe. Psychological safety is a belief that one will not be punished or humiliated for speaking up with ideas, raising concerns, asking questions, or admitting mistakes. As leaders, our words and actions shape the culture of the organization. It's important to act with humility, seek feedback, and empower our employees. But above all, we must ensure our people feel psychologically safe. When they do, they will be more likely to share information, take risks, admit mistakes, and ask for help. #PsychologicallySafeWorkplace

5 Signs your work culture is slowly turning toxic ☠️ Toxic cultures don’t happen like you think… They don’t always start with big issues, often it’s the little things left unchecked that grow over time and lead to toxicity that festers and embeds. As Leaders, its our job to make sure we aren't creating this through inaction or avoidance. It's hard, but it can also be simple if we catch things early and commit to stopping them. Here are 5 signs to look out for and actions you can start taking: 1️⃣ High resignations People aren’t sticking around no matter how many “perks” you have. Action ➡️ Dig into why people are leaving (even ask if they might leave in 1:1s) 2️⃣ Micromanaging There isn’t trust that people can do their jobs. Action ➡️ Learn how to set better expectations and trust your team know how to do their jobs (or train them up) 3️⃣ Bad communication People don’t know what’s going on and gossip and assumptions run the show. Action ➡️ Share information even when it’s uncomfortable, the less people assuming, the better the culture is. 4️⃣ Unrealistic expectations What people are expected to do is beyond what they can actually achieve. Action ➡️ Focus on the results that actually matter and set people up to achieve them 5️⃣ Non-inclusive behaviour Some voices are valued more than others which loses out on ideas and insights. Action ➡️ Make sure everyone has a say in groups and seek out different perspectives. Small things that are left unchecked, become the big things that create toxicity. If you want to be a successful Leader who has a successful team - you need to pay attention to the culture and take action on any issues before they become too big. Which one is raising some flags for you? 🚩🚩 p.s. 📩 You can also comment “Playbook” and grab my 1:1 playbook on having more impactful conversations with your team to create a better culture. #WorkplaceCulture #teamculture #leadership #management

🚨 Signs You Might Be Dealing with a Toxic Manager 🚨 Toxic management can cripple team morale, stunt growth, and create a culture of disengagement. Do these red flags sound familiar? 🔴 Micromanaging: No trust, no autonomy—just stress. 🔴 Lack of Communication: Confusion reigns when clarity is absent. 🔴 Public Criticism: Embarrassment kills confidence. 🔴 Resistance to Feedback: Growth stops when egos block the way. A healthy workplace starts with great leadership. Let’s share and discuss ways to identify and address these behaviors! What’s the biggest red flag you’ve encountered? Drop your thoughts below! 💬👇 #Leadership #ToxicWorkplace #CareerGrowth #LinkedInCommunity

"When civilized standards of common decency and respect are not required to be observed in our workplaces, management by fear and intimidation is validated as a legitimate leadership style." We simply can and must do better. There are some interesting thoughts here regarding how leadership may not only enable but support and reinforce "brilliant (abusive) jerks" in leadership positions, who make the ecosystem a living heck for those who are targeted. I understand that hurt people hurt people, and more aptly, traumatized people often continue the cycle of trauma in themselves and others, unless transformed. Perhaps the first step in this process is to call out the traumatizing effects that exist within an organization and culture that impact the safety needed for a truly healthy workplace to exist.

Purpose is everything.. without purpose driving your mission you will be at best a lackluster leader, lackluster worker, and lackluster in relationships. Find your purpose.... the why? ... if there is no driving mission in your work then find it.