Party crashers aren’t new.
Noah probably dealt with a few before floating off on his ark with his family and the animal kingdom.
Two years ago, Tareq and Michaele Salahi made headlines by strolling uninvited into a White House state dinner.
And the movie “Wedding Crashers” provided a close-up look at the creativity and consequences of two fun-loving guys looking for a great time.
So while party crashers describe people looking to join an event to which they were not invited, the uncomfortable reality is that every business has its crashers, too.
The irony is that unlike a party crasher, the people crashing your culture have been invited into your organization. These Culture Crashers survived a hiring process and managed to beat the system. Even if you go above and beyond to make sure you have hired the right employees by conducting in-person interviews and visiting websites like https://www.health-street.net/location/richmond-va-drug-testing/ to arrange drug tests, there are always a few that slip through the net.
Now they’re hanging around your organization wreaking havoc with the culture of accountability you’re building and nurturing.
It’s hard enough battling the world outside your organization without having to fight discourtesy, turf wars and inefficiency on the inside. So if there are people in your office whose behavior does not match the values you say are important, your credibility as a leader is at risk and your organization’s performance is suffering.
Are any of these characters crashing your culture?
If I’ve missed a character that you’ve seen up close, please email me at email@example.com to share your experience. I’ll collect the responses and share in a future posting.
As a leader, you get the behavior you tolerate.
So like a lot of tough decisions, deciding how to handle a Culture Crasher in your organization may be a decision falls to you.
You have two choices. Do you live with the unwanted behavior? If so, what’s the cost to your personal credibility as your colleagues see that you’re willing to let some people get away with behavior that’s counter to your culture? What are these Culture Crashers costing your firm’s morale? What’s the cost to performance as productivity suffers?
It’s hard for most Culture Crashers to change their behavior. It doesn’t mean they can’t – it’s simply more likely that they can’t or won’t.
That means you’ll need to ask them to leave.
After all, why should they ruin the party for everyone else?
To dive even deeper into the topic of accountability, I invite you to purchase a copy of my bestselling book, “Accountability: The Key to Driving a High-Performance Culture.”
Business schools teach case studies. Hollywood blockbusters are inspired by true events.
Exceptional leaders are students of history. Decision-making comes with the territory.