Read the article on gaslighting in the practice here. What we don’t talk about it is how we ended up with a toxic environment at our practice in the first place. No manager or owner ever opened the doors of their practice and said to themselves, ‘Today is the day I build a festering cesspool of toxicity for my team’. I have never met a manager that had bad intentions, honestly, I haven’t. They may not have known how to do things correctly or they were a ‘bad’ manager but they never intended to be. Same with owners, they didn’t know what they didn’t know. Whoops! There was an error and we couldn't process your subscription. It is important to be able to recognize toxic behaviors and how they affect others. If someone knows what signs to look for, then they will be able to see it before it gets out of hand and becomes a toxic culture that is hard to get rid of. If a practice’s culture is toxic, then the negativity will leak out and affect some of the staff. Over time, these people will start to see their careers stagnate and become unhappy because of this. Toxic cultures are self-fulfilling prophecies since once they exist, it becomes hard for them to change. In order to solve this problem leadership teams need to be more aware of the risks that come with allowing a toxic environment and find ways to avoid this at all costs before it’s too late. The success of any company is dependent on how the employees work together and communicate together. The better the communication, the better the company’s performance. This article outlines some of the gaslighting tactics we allow every day in practice. Each one seems like once it’s over it’s over, no harm no foul. It really isn’t the residue from the negativity sticks around and grows.
0 Comments
Leave a Reply. |
AuthorWrite something about yourself. No need to be fancy, just an overview. ArchivesCategories |