Passive-aggressive behavior and lack of transparency are some of the things that can foster insecurity in the workplace. If insecurity is not resolved, over time, it creates a toxic work culture that can hinder collaboration and individual and team growth.
So how do we manage insecurity and create a work culture that gives people confidence and encourages collaboration?
Today we’re joined by Melanie Pump, and we’re going to be talking about the devastating impacts of toxic work culture, and how to eliminate the natural insecurities and fear within our teams.
Topics covered in this episode:
In this episode, we discuss:
[05:34] What does a toxic work environment look like?
[08:17] Common fears and insecurities in the workplace
[09:42] How leaders can practice transparency in the workplace
[12:44] How to give feedback if you’re afraid of confrontation
[16:35] How to create an environment where people are open to feedback
[21:57] How insecurity affects individuals and team performance
[24:18] Some strategies to create a more psychologically safe workplace
[29:15] How to build and nurture company culture for hybrid working environments
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Melanie Pump grew up in a family that went bankrupt soon after she was born. By fifteen, she was a high school dropout. Today, she is Chief Financial Officer of Plank Ventures, a public investment firm that supports entrepreneurs.
During her more than 20 years of progressive corporate experience, Melanie has studied the impact leaders and workplace cultures have on employee security and performance.
Through her work, Melanie learned how to shape a corporate environment to create powerful teamwork, authentic communication, diverse creativity, and heartfelt loyalty. Melanie currently serves as the Chief Financial Officer of Brane in Vancouver, Canada.
She wrote her book, “Detox: Managing Insecurity in the Workplace” to help leaders and employees everywhere to learn how to truly thrive.
Where there is honesty, there is confidence
Leaders don’t need to be perfect. It is absolutely okay to share your mistakes and ask for help. Like yes, we need to be strong and we need to build confidence in people, but that does not require perfection.
Confidence can even be greater when people know that their leader is one who can be honest about their own areas of strengths and weaknesses.
Why it’s important to give feedback
When you’re unhappy with someone’s performance, it can be hard to give them feedback. But whether you tell them about it or not, people can pick up on that energy. So if you don’t communicate that to them, if you just keep it to yourself, they’re going to know something is off either way and that can trigger their insecurities.
So even though it’s hard, it’s very important that you let them know anyway so that they don’t become insecure about it.
How insecurity and passive-aggressive behavior affects collaboration
If we feel insecure, instinctively, we put up those defense mechanisms. And that can really damage our ability to build relationships with our peers. Everybody gets frustrated by passive-aggressive behavior and it’s hard to work and collaborate with somebody who does that.
Also, if people are feeling insecure, they tend to shut themselves down and be afraid to put themselves out there. So as far as generating new ideas and innovation, you’re not going to see that as much in an organization where employees are insecure.