"Culture Eats Strategy for Breakfast" - Peter Drucker

The above is a well-known and often quoted saying attributed to the renowned management consultant Peter Drucker. According to the Drucker Institute, however, the quote was most likely derived from a blend of ideas from several big thinkers, including Drucker and Edgar Schein.

Nonetheless, most would agree that this statement is true.

And yet, paradoxically, many companies have some giant crocodiles lurking in the waters of their company culture. Sadly, these crocodiles prey on the harmony and vitality of the organisation and pose a significant threat to its well-being and success.

An unchecked toxic organisational culture will ultimately destroy an otherwise great business and must be decisively dealt with.

Organisational crocodiles may differ, but here is a list of what some look like and how we can kill them.

1. Toxic Leadership

The first crocodile on our hit list is a big boy who is aggressive, namely Toxic Leadership. This formidable predator poisons the waters of company culture with his destructive behaviours and attitudes.

Toxic leaders exhibit arrogance, micromanagement, and a lack of empathy, creating an atmosphere of fear, mistrust, and disengagement among employees. Their oppressive presence stifles innovation, demoralises teams, and erodes the very fabric of organisational culture.

To kill this crocodile, organisations must prioritise leadership development and cultivate a culture of accountability and transparency to combat toxic leadership.

Leaders must be held to high standards of integrity and ethical conduct, with clear consequences for behaviour that undermines the company's values. It must start at the very top of the organisation.

Only by deliberately fostering a culture of respect, empowerment, and servant leadership can organisations neutralise the threat of toxic leaders and create an environment where everyone can thrive.

Toxic leaders, unfortunately, do not readily change and often have to be removed from the organisation.

2. Poor Communication

Another crocodile lurking in the shallow waters, and one that is often underestimated, is Poor Communication.

This silent killer breeds confusion, frustration, and resentment within teams. When communication channels break down or become fragmented, vital information gets lost in the shuffle, leading to misunderstandings, missed opportunities, and decreased morale.

Without clear and open communication, rumours, gossip, and speculation run rampant and poison the well of company culture.

Organisations must prioritise transparency, clarity, and active listening to deal with this crocodile.

Leaders should foster an environment where open dialogue is encouraged, feedback is valued, and information flows freely across all levels of the organisation.

In other words, the extent to which leaders actively listen and embrace feedback is as necessary as communicating clearly across all levels.

When it comes to communicating, things often break in the middle. In other words, the proverbial bridge between the top and the bottom malfunctions.

Organisations can bridge this gap and build a culture of trust and alignment by investing in communication training, leveraging technology to facilitate collaboration, and creating various platforms for employee voices to be heard.

3. Lack of Diversity and Inclusion

Our next crocodile takes the form of a Lack of Diversity and Inclusion. It is a stealthy predator that undermines the fabric of organisational culture by excluding voices, perspectives, and experiences that diverge from the mainstream.

When companies fail to embrace diversity and foster an inclusive environment, they miss out on the rich tapestry of insights, creativity, and innovation that diverse teams bring to the table.

Moreover, marginalised employees may feel marginalised or undervalued, leading to disengagement and attrition.

So, how do we kill this crocodile?

To state that organisations must prioritise diversity, equity, and inclusion at every company level would be stating the obvious. It needs to go well beyond this.

Diversity is not just about ethnicity or gender. It is also about the breadth of personalities, experiences and perspectives.

An organisation's culture must authentically embrace and respect the diversity of voices on offer. If you are an organisational leader, ask yourself, "Is it safe for my employees to speak up?"

It is surprising how often the answer is no.

Leaders must lead by example, championing diversity and deliberately fostering an inclusive culture.

It is vital that all employees feel valued, respected, and empowered. They should feel like they can bring their authentic selves to work.

It doesn't mean we have to agree on everything, but it does mean that we should disagree respectfully with one another when we do.

4. Resistance to Change

Resistance to Change lurks in the shadows like the other crocodiles, sabotaging efforts to adapt, innovate, and evolve.

Whether fueled by fear of the unknown, complacency, or attachment to the status quo, resistance to change can impede progress, stifle creativity, and prevent organisations from staying competitive in a rapidly evolving marketplace.

It is often prevalent following mergers and acquisitions or large-scale organisational restructuring.

Complacency often lies at the heart of this challenge, so leaders must cultivate a culture of agility, resilience, and continuous learning to overcome resistance to change.

It begins with effective change management practices, including clear communication, stakeholder engagement, and support for employees impacted by change.

However, to develop long-term agility, leaders should also foster a growth mindset, encouraging experimentation, risk-taking, and learning from failure.

It means developing a tolerance for mistakes and recognising that mistakes are not the same as patterns of behaviour.

5. Lack of Appreciation

Enter the crocodile known as Lack of Appreciation. Another silent predator, preying on morale, motivation, and employee engagement.

When employees feel undervalued or unappreciated for their contributions, their loyalty and commitment to the organisation diminish, leading to decreased productivity, higher turnover rates, and a toxic atmosphere of resentment and apathy.

It is a juvenile crocodile, yet it is surprising how difficult organisations find it to kill this one.

Organisations must prioritise recognition, gratitude, and appreciation as integral components of their culture to combat a lack of appreciation.

It is not rocket science and doesn't require elaborate employee recognition schemes.

Leaders should make it a habit to acknowledge and celebrate the achievements and efforts of their teams, whether through formal recognition programs, personalised thank-you notes, or public shout-outs.

People want to know that their efforts are recognised. The key is to be authentic.

Organisations can boost morale and strengthen employee loyalty through a culture of authentic appreciation and gratitude. Everyone should feel valued and respected.

6. Employee Burnout

Our next crocodile emerges from the depths as Employee Burnout.

It is a relentless predator that drains employees' energy, passion, and resilience, leaving behind exhaustion, disillusionment, and disengagement.

Burnout occurs when employees are overwhelmed by excessive workloads, unrealistic expectations, and prolonged stress, leading to physical, emotional, and mental exhaustion.

When everything is a priority, and you are chasing everything hard, you must know you are in trouble. You just haven't realised it yet.

How do we kill this crocodile?

Organisations must prioritise employee well-being, work-life balance, and stress management to address burnout.

It means focusing on the things that matter most and driving those hard whilst actively monitoring workload distribution and setting realistic goals and expectations. Leaders should also encourage employees to take regular breaks or vacations to recharge.

Additionally, offering resources and support to manage mental health and stress can help employees cope with work pressures and prevent burnout.

Is your organisation a psychologically safe space for your employees to speak up about mental health issues?

Organisations can create a culture of resilience, vitality, and sustained performance when they prioritise the well-being of their employees,

7. Micromanagement

The crocodile, known as Micromanagement, is a suffocating predator that undermines trust, autonomy, and innovation within teams.

Micromanagers exhibit a compulsive need to control every aspect of their employees' work, stifling creativity, demoralising teams, and eroding confidence and morale.

Their overbearing presence creates a culture of fear, resentment, and disempowerment, ultimately hindering productivity and stifling growth.

Why must I give you my best if you don't trust me?

Organisations must prioritise trust, autonomy, and empowerment to kill this crocodile.

Leaders should focus on setting clear expectations and providing guidance and support. Empower employees to take accountability for their work and allow them to make decisions autonomously.

By delegating tasks, trusting employees to do their jobs effectively, and offering constructive feedback rather than micromanaging every detail, leaders can create a culture of trust, accountability, and empowerment where employees thrive and innovation flourishes.

8. Toxic Behaviors

The waters of company culture are often infested with crocodiles, known as Toxic Behaviours. This predator spreads negativity, conflict, and dysfunction within teams.

Toxic Behaviours can take many forms, including gossip, bullying, passive-aggressiveness, and sabotage, creating a poisonous atmosphere that erodes trust, morale, and productivity.

These unchecked behaviours can poison the well of company culture, leading to increased turnover, decreased performance, and a toxic work environment.

To combat Toxic Behaviors, organisations must prioritise a culture of respect, accountability, and psychological safety.

Leaders should establish clear expectations for behaviour and hold employees accountable for treating each other with dignity and respect.

Additionally, offering training and resources on conflict resolution, emotional intelligence, and effective communication can help employees recognise and address toxic behaviours in themselves and others.

Organisations can neutralise the threat of Toxic Behaviours by fostering a mutual respect and support culture.

9. Company Politics (Favoritism)

Another crocodile lurking in the shadows is Company Politics. It is a cunning predator that thrives on favouritism, nepotism, and cronyism within organisations.

When leaders play favourites or show preferential treatment to particular individuals or groups, it undermines morale, erodes trust, and fosters employee resentment.

This insidious form of favouritism creates an unfair playing field, where personal connections and biases overshadow merit and hard work, leading to disillusionment and disengagement.

How do we kill this crocodile?

Organisations must prioritise fairness, transparency, and meritocracy to combat Company Politics in their leadership approach.

Leaders should strive to create a level playing field where promotions, opportunities, and rewards are based on merit, performance, and potential rather than personal relationships or favouritism.

Implementing policies and procedures to prevent conflicts of interest, promote diversity and inclusion, and ensure equal access to opportunities can help mitigate the impact of company politics and foster a culture of fairness and equity.

10. Unfocused Intensity

Our final crocodile that emerges from the depths is Unfocused Intensity. This is a relentless predator that consumes resources, time, and energy without purpose or direction.

Everything is a priority, and break-ins are the norm. The excuse is generally that this is the new normal. The world is changing, and so must we.

But when teams become consumed by busyness, urgency, and firefighting, they lose sight of strategic priorities, goals, and objectives, leading to inefficiency, burnout, and missed opportunities.

This unfocused intensity creates a culture of chaos and overwhelm, where employees feel constantly stressed and overwhelmed by competing demands and priorities.

How do we kill this crocodile?

Leaders should establish clear priorities, goals, and objectives and communicate them effectively to ensure alignment and focus.

Additionally, fostering a culture of mindfulness, prioritisation, and work-life balance can help employees manage their time and energy more effectively, reducing stress and increasing productivity.

Organisations can create a culture of purpose, clarity, and sustainable success by focusing on what truly matters and avoiding the trap of unfocused intensity.

Crocodiles like toxic leadership, poor communication, a lack of diversity and inclusion, and resistance to change pose significant threats to the health status of company culture.

However, by recognising these killers and taking proactive steps to address them, organisations can defend their culture, foster a positive work environment, and unleash the full potential of their teams.

As an executive leader in any business, your biggest challenge is having the proverbial balls to kill the crocodiles.

It isn't easy, but your future depends on it.

Until next time, may you kill a few crocodiles.

Dion le Roux