Latest / Leadership Sandbox: Strategies to Uplevel Workplace Communication, Team Collaboration, and Your Corporate Culture / When Work Challenges What You Stand For

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When Work Challenges What You Stand For · Leadership Sandbox: Strategies to Uplevel Workplace Communication, Team Collaboration, and Your Corporate Culture

• 0:14
  Hey friends, welcome into the Leadership Sandbox. I'm Tammy J. Bond,
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  and today I'm diving straight in. I'm diving straight into a
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  topic that I'm really passionate about. And that is when your
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  values, your personal values collide with the organization or the management
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  team or the leadership. That you are operating within. I have
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  seen that sadly happening quite a lot in the world today,
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  or this, I'm gonna say recently, in recent months. And I'm
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  hearing about it everywhere. And I don't know what the root
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  of that is, to be honest. I think that people are
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  exercising their right to speak up, but they've lost the respect
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  factor in those conversations. And they're not tying their feelings to
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  actual behaviors. They're keeping feelings at the top and they're attacking
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  person and personality of individuals on the team or within their
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  organization. I've seen it with subordinates attacking their leader in public
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  in a meeting. I've seen it with subordinates attacking Or speaking
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  disparagingly about their leaders in their own team meetings without their
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  leader present. I've seen it with their the leaders, like execs
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  and CEOs that are talking in a disparagingly way about their
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  team members that report to them without actually having the bold
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  conversation. And then what happens is sarcasm comes out. And what
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  happens is the frustration comes out. In these meetings or in
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  one-on-one conversations or in group conversations. And it often feels to
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  individuals like, wow, that is against my value structure. Like I
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  don't speak about people that way, or I don't appreciate being
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  spoken to. So you have these sides colliding. And what I've
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  seen sadly, this uptick in is that we have made it
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  okay to attack folks in the workplace. At the values level,
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  and somehow we've made that acceptable behavior. Well, I'm just telling
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  you, I love this one. I'm just speaking my truth. I'm
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  just telling you how I feel. But you've made it personal,
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  not behavioral, not about tangible, tactical, professional. What have you witnessed
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  in the workplace that you feel so frustrated that you've got
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  to come at me at this direction? I've also seen it
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  where folks in in teams don't feel that they can speak
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  up about their personal values or where they're feeling, hey, that's
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  pressing on a personal value of mine. And I would like
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  to discuss that because I'm not understanding why you are, it
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  feels, attacking my integrity with that line of questioning or with
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  that accusation. Cause often when people are attacking another person's integrity,
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  it's actually not about questioning, it's actually just about accusations. And
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  what you want to do is push the pause, take the
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  breath, and then ask that next best question. But I want
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  to get to the root of what's happening underneath. What is
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  spinning in this circle or this sphere of fear and turmoil
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  in the workplace that's causing us to feel like this? Well,
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  it goes back to last week's episode and trust. Trust is
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  at an all-time low with. The frontline staff to their managers
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  and those managers to senior leadership, all time low that we
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  saw in last week's research that was shared from the DDI
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  Global Leadership study for 2027. it is staggering how low trust
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  is right now in our organizations. And trust isn't something that
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  is just given, it is earned. And it's harder to earn
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  it when it has been compromised. Than it is to come
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  in and go, okay, I hear your values, I hear your
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  vision, I trust that, I like that, I'm moving in that
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  direction. But right up until the point you, as a leader
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  or you as a team member, do something that attacks that
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  trust level, that credibility of trust, man, it goes quickly and
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  it's really hard to rebuild. So if you find you are
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  in a position where your values are being questioned, right? The
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  integrity of who you are as a human being. Is being
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  questioned or being challenged over what's being required as the human
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  doing. If you feel that in your organization or your team
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  that your values are not aligned, I want to encourage you.
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  I want you to go and take your team, if you're
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  a manager, through a values assessment, really super simple tool. And
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  we've actually attached a link to it in the show notes
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  where you can just do a really simple values assessment to
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  find out your individual core values. and how they align and
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  how they compare to the others because we speak from that
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  level. We get injured and offended and frustrated from that level
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  of core values, but we never talk about it enough. And
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  we then unfortunately have some really bad behaviors because we've stopped
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  training our managers, our people that we're promoting into management actually
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  how to lead in a healthy way. Which is also part
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  of what's attacking the trust issue in our organization that's down
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  to, I believe, 21%. It's a staggering statistic when we think
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  that two out of five people, only two out of five,
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  trust on a team. So when that's the case, and we
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  have people that don't trust, and we have people that feel
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  that their values are being compromised or they're being called into
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  question. We have a root issue that we have a responsibility
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  to dig up. How do you do that? I'm gonna give
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  you three quick and easy steps on how to do that.
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  I'm gonna go back to. Pushing Pause and asking the Next
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  Best Question, right? What is it that is at the root
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  of this issue? Start asking that question to the team. Install
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  some leadership training and coaching on what trust is aligned to
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  our core values as an organization and what we want to
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  be known, seen, acknowledged, celebrated for in our organization as an
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  individual, contributor, and as a team. You want to take the
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  time to actually assess that, ask that And then give some
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  training around it, but then have some very clear action steps
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  that we do every single day. It's amazing to me how
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  hard I've found it. It's I know it shouldn't be, but
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  after all of these years, it still is. One of the
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  things I love to do is go into meetings and say,
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  what are you celebrating? What are we acknowledging each other for?
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  Or at the end of a really difficult conversation, I'd like
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  to actually hear what you're acknowledging each other for individually. What
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  are you acknowledging? In this time right now. And I've seen
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  more leaders that refuse to acknowledge the positive after a bold
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  and difficult conversation because they're so butthurt and angry still that
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  they and they say, no, I'm fine, I'm good. But no,
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  I don't have anything to acknowledge. I'm good. They've totally shut
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  down and made it all about them instead of looking at
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  what the health of the whole is and why it's important
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  to acknowledge, Hey, I see YOU, I feel YOU, I hear
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  YOU, I get that's frustrating for you. And here's what you
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  can count on me for. It's a simple process. Five steps.
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  However, we can't just expect people to know it. We have
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  a responsibility to train it. And when we don't train it,
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  it then ends up going into the abyss, if you will,
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  into outer space, and it never returns to Earth. Why? Because
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  we launch it, but we never have a plan of how
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  to return it and return back to what are the values
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  that we stand for. And why on earth would we question
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  the integrity of the people? In our workplace and especially publicly.
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  And that's where the values conversation is so important. If you
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  haven't taken a core values assessment, again, get in the show
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  notes and get the link. Happy to have you go there,
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  grab it, and take it and give it to your team.
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  Why is that important? You might feel that your values are
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  being compromised in your workplace right now. I get it. You
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  might feel that they're being challenged right now. But if you
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  don't actually know what they are, You don't know if you're
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  just hurt by what somebody said or it actually aligns to
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  a value that you hold near and dear. We all have
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  an internal operating system and it is our core values. When
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  you know what those are, you know how to operate and
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  you know how to stand up and advocate. And that's what
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  I'm asking you to do today. Take a moment to learn
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  so you can stand up and advocate for yourself from a
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  position of power, personal power and strength and health, not emotion
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  and not being run through the ringer by somebody else's emotion
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  in the workplace. Cause that drama, leave it at the curb.
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  You don't need it. If you have a Dorothy the Destroyer
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  in your workplace, I need to do an episode just on
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  Dorothy the Destroyer. If you have a Dorothy the Destroyer in
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  the workplace, the best way you confront that is actually to
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  know your worth, know your values, and ask the questions around
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  what's causing that behavior so that we can get clarity to
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  be able to move forward and from a position of. power
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  and strength in our organization and our team. So I just
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  want to thank you for taking the time to join me
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  in the sandbox today for this important conversation around values. Your
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  core values drive you. They are your internal operating system. Know
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  them and know the why behind them so that you can
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  confidently express yourself. And if you feel that your values are
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  being or you're you're being called into question by your values,
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  then you also have to ask, is this the right place
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  for me? Because I don't believe that any job is worth
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  being asked to compromise who you are. And what you stand
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  for. All right, friends, make it a great day and share
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  this episode with somebody that you think could really use it.
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  Maybe somebody that you've heard that's been struggling and frustrated with
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  their work environment and they feel that they're being misunderstood. I
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  think this could actually help them and maybe they want to
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  get the core values assessment so that they can take it
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  to really understand and put key talking points around who they
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  are and why they're the way that they are and what
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  they believe in. I appreciate your time. leadership isn't something that
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  you're born with. It's something that you grow into. And you
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  took time to grow in your next level of leadership today
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  in the sandbox. Make it a great day and God bless