Drawing the Connection Between School and Work Related Stress

According to this great New York Times article, the pressure to succeed is making school children experience anxiety and depression at alarmingly high rates and alarmingly young ages. The data in this article begs the question – if children in school are experiencing these levels of stress, what effects are our workplaces having on us? Last year, a Harvard study found that over 120,000 annual deaths in North America can be attributed to workplace stress in some way. If our school cultures are focused on getting into colleges above all else, as reflected in this article, then what are our workplace cultures focused on, and how is it impacting employees?

Art Credit: Lale Westvind for NYT

Defining Corporate Culture

Corporate culture, while immensely important to creating psychologically safe workplaces, can be difficult to define. This article by Jacob Morgan provides an interesting framework to define and create corporate culture. To paraphrase the article, it’s less about giving employees free snacks and more about creating an environment of inclusiveness that promotes engagement and productivity. Check out the full article at Forbes. Graphic credit Jacob Morgan.

Response to NYT Jet.com Piece

It’s gratifying to read about a company that seems dedicated to creating fair and psychologically safe workplaces. The notion of a “durable culture” of transparency, generosity and putting employee well-being first is the perfect perspective for any CEO or board of directors to take when it comes to management strategy. Read more about Jet.com at the New York Times. Photo credit: Cole Wilson for the NYT.

How To Tell If Your Boss is a Demanding Leader or an Actual Bully

Last month, I was interviewed for a Business Insider piece on determining whether or not your boss is a demanding leader or a bully. The main distinction is that a demanding manager is not out to be cruel to employees, but to criticize constructively for the good of the business. Read the article for my take on the difference between a boss who challenges and a boss who bullies, over at Business Insider.

Response to "Culture Still Eats Strategy for Breakfast"

This guide to create or change workplace culture is refreshing in that it offers a concrete and sustainable methodology based on philanthropy and volunteering. Giving back to the local community is one of the best ways for a company to build an internal community. Volunteering engages employees on a cross-departmental level, and imparts a real sense of teamwork and unification whose effects will be felt in the office. Read more at the Huffington Post.

Response to "The One Question You Should Ask About Every New Job"

As the New Year begins, and we start reconsidering the way 2015 has treated us, it’s interesting to note that one essential question people often forget to ask about their jobs is how the culture in their offices affects them. This article from the New York Times, which would be helpful for anyone looking for a different situation with the New Year, offers a narrative approach to judging the culture at any job, old or new. The right position, designation, and paycheck are important in securing employment, but the workplace environment is an essential element of well-being at work that deserves some reflection now that 2016 is here. Knowing that you’re entering a Stable Culture, rather than Disjointed or Dictatorial Culture, should be an important factor in any job-search decision. I go into more detail in my book, The Bully’s Trap, so check it out for more information. 

Leadership in Unique Workplace Cultures

It’s no secret that discrimination is not at all foreign to the workplace – but this particular case, with women integrating into Marie Corps Combat Units, is unique in that the cultural ideas about gender seem to operate differently in a workplace structured around traditionally male tasks. The women working to join these units are admirable, as are the leaders who try their best to keep harmful hazing and bullying from occurring. However, the negative reactions many soldiers have had to the integration cited in this article are cause for concern. This extreme case is evocative of a larger trend in the workplace at large – discrimination, preconceived notions, and bullying are oftentimes not discouraged by people in leadership positions. With stronger and more empathetic leaders at the helm of military and private industry cultures alike, there’s a chance that workplace (and societal) discrimination can erode for all historically disenfranchised groups of people. Read the full story at the New York Times.

Proof That Positive Work Cultures Are More Productive

The financial costs of psychologically unsafe work environments are self-evident: 60% of workplace accidents are due to stress, 550 million workdays are lost yearly due to work-related stress, and high-pressure companies spend nearly 50% more on health care than their positive-oriented competitors (American Psychological Association). These statistics are also compounded by the human cost – workplace disengagement, bullying, and in extreme cases, violence. Business leaders need to take note of how their corporate cultures create substantive effects on their bottom lines and on their employees. Read the full story at the Harvard Business Review.

Response to "He Was a JP Morgan Chase Whistle Blower. Then Came the Blowback."

The plight of whistle blowers cannot be understated. Time and again, I come across stories of whistle blowers who were retaliated against – in this case, a broker at JP Morgan Chase was essentially blacklisted from his industry for pointing out that certain corporate sales tactics that were not in his clients’ best interests. Business leaders need to realize that whistle blowers are assets rather than enemies – and that by revealing wrongdoing, they’re actually helping their company in the long run by preventing the types of massive scandals that come with dishonest business practices. Read the full story, about whistle blower Johnny Burris, at the New York Times.

Response to "3 Tips to Create a Workplace Culture that Employees Love"

It’s interesting and refreshing to read an article that outlines practical steps business leaders can take in order to create a more supportive workplace culture. An attitude of generosity and empathy needs to be top-down in corporate structure, and I think it’s one of the best ways to lay the foundation for a psychologically safe workplace. Read CEO Brian Scudamore's tips at Forbes.