Corruption, fraud, bullying, sexual harassment, burnout: these are all culture-related topics that trend in the mainstream media today.
They make other culture mishaps look pale in comparison.
But it’s not only the companies who get featured on the front-pages that pay the price for a toxic culture.
Unhealthy cultures vary in their intensity, but they run rampant in businesses today.
So why is it so difficult to recognise and address a culture’s destructive impact before it’s too late?
Usually, it’s because these unhealthy patterns don’t seem like such a big deal at first.
Take a culture of veiled disrespect, where people are often made to feel small and insignificant.
It might seem mild compared to the abuse and harassment that gets the media coverage.
And yet, it makes the culture toxic.
Cultural toxicity doesn’t only contaminate individuals who are exposed to it directly at work.
It jumps the fence and follows people home.
And the impact of stressed parents, voters, friends, and neighbours is incalculable.
Stan Slap has a hard-core point of view about what’s right with the world and must be protected.
He’s also very vocal about what’s wrong with the world and must be corrected:
He believes that nobody should be ever diminished by business – whether they are working in it or buying from it.
Stan is a realist who knows that we need to make a business case for humanity. That’s why he created SLAP and why he studied and worked with corporate culture for more than 20 years now.
- How Stan’s unique definition of culture came about
- What is employee culture, management culture, and customer culture… and how they differ
- Tactical advice on how to create “performance insurance” – getting the culture to stand up for the company when it needs it most
- Why we need to understand how culture operates if we want to bring about cultural change in our team or company
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