With all the media attention surrounding Fifa’s recent scandal, it’s hard not to cringe at the panoptic repercussions of its leadership’s actions. The adverse circumstances imposed on innocent employees of the organization, the sponsors, and the internationally celebrated sport, are a direct ripple effect of a company culture gone wrong.
After pondering my own experiences with company culture and reading this charming article written by Matt Ehrlichman, I was able to hone in on some of the biggest red flags that emerge from employees and leaders across the board.
Soccer leaders like Lionel Messi are intent on putting the sport’s values back on the field, and managers can do the same for their company by looking out for these three signs that depreciate company culture.
1. Gossip and speculation are frequent visitors.
Allegations of bribery date back to the 1998 World Cup, and just over a decade and a half later, they are confirmed along with a menagerie of other innuendos speculated around Fifa’s leadership. I’m not suggesting that you should believe and act on everything you hear, but don’t be totally oblivious to repetitious whispers that might hold some truth about certain activities in the workplace. As for the cliques that gather around the coffee machine after a meeting, Ehrlichman stresses that this comfort in trash-talking is counterproductive to coming together through accomplishing goals. “This is the antithesis of transparency and collaboration. Even if it is not malicious, it erodes an organization’s culture and energy over time.”
2. Your leadership team has bad habits.
I am a big believer that company culture is created by the values of its people. Whether they are “in cahoots” with the organization’s values or not, they set the tone of how business is done. Leadership culture has the greatest influence over the rest of an organization, similar to children inheriting looks and habits from their parents. If management has a shady streak, is disorganized, or ill-tempered, there is a chance these traits are spreading to other areas of the office threatening the integrity of company culture.
3. The line of ethics is becoming less defined.
Speaking of integrity, I would consider this characteristic to be essential when describing a company’s leadership practices. As a manager, it is so important to encourage honesty and punish any ethical malpractice within the organization. Dishonest people are not the right job fit for an upstanding leadership team or contributors to a sustainable company culture.
There is no doubt that Fifa could benefit from a trip to company culture rehab, and David Beckham agrees, “It’s time for Fifa to change and we all should welcome it.” Scan your organization’s landscape to see if you can identify any of these indicators that could be hurting your company culture.
If you would like learn more about how you can make the needed changes in the culture of your business, call Coach Michael Stelter at Advanced Business Coaching, Inc. (262) 293.3166.