Recently I was working with a c-suite executive and their company culture was toxic.  Overworked and stressed team members whom were not given autonomy, the team members were constantly reprimanded publicly in front of the company on zoom calls and in email communications.

This lead to burn out and ultimately affected several of the executive’s personal and professional lives. Was a job really worth sacrificing their marriage and family time? The answer was no, but the demands of the job were constantly causing strain at home because they were too consumed with the tasks and constant asks to achieve and then they were exhausted when they got home.  Was this really job really worth the physical and mental toll it was taking on the executive?  

Many of the ‘good team’ members left and staff turnover in the company was high.  The owner had toxic energy, didn’t make the team members feel appreciated, and was constantly focusing on the negative without allowing enough time to achieve anything whilst micromanaging each employee.  This company had a 10 million turnover financially and was projected to grow, but with an annual turnover of employees at some point this current company culture was going to combust.

The question I discussed with this exhausted executive was about what they wanted from a company and from a job?  What would their ideal role look like? What type of projects would they be working on? Would they just want another job or would they want to make an impact?  Would they like to utilize their potential by contributing to a worthwhile enterprise rather than just ‘fighting fires’ all day.  What would their next chapter look life if they were being proactive and making an impact?  

Their initial response was that they couldn’t just walk away from a job because they had a family to support.  After a few more sessions we started to build our rapport and these answers became clear.  Once the executive had clarity on what they wanted, the new opportunities started to appear. Their next career chapter became available, they just had to say ‘yes’ and take action. Some might call that manifesting, but I call it designing their destiny.

Leaders in companies create the culture, they create an atmosphere of autonomy so team members can excel and elevate in excellence.  They create the culture of belonging to a bigger project and vision.  The leaders make the team members feel valued, appreciated, enthusiastic and give the team a purpose. When leaders create a company culture of inclusion, autonomy and empower team members with responsibility together the whole company will rise.

Thank you for reading, if this was useful please 🩷 and if it could help someone in your network, please share. Thank you ~ Diana x