We all have our routines to make sure we remember every activity.  In the morning, my routine helps me as I age to remember the increasing number of things I should do.  If I vary that routine, I invariably forget something. The same is true with our jobs, our organizations, and our processes at work.

In our first two posts on organization culture, we looked at the macro elements of culture and the key elements that had to be understood before effective culture change is possible. In this post, we look at how individual team members can impact culture and some of the change options available to counteract the culture impact of bad actors.

In our last blog, we commented on how toxic cultures are impacting both brick and mortar organizations as well as virtual ones.  Culture is such an intangible to most people that leaders frequently do not know how to shape or manage such an intangible.   The culture – both the current and desired – needs to be defined. 

Recent headlines, should serve as a warning, failure to address a toxic culture can destroy the credibility and potentially the very existence of any organization.  Brick and mortar companies long ago recognized that culture (and values) impacted their ability to perform well by negatively influencing/impacting their employees and the decisions they make daily.  Now, everyone is reading about sexual harassment at Uber.  Fox News has lost/fired several of