3 Steps for Building a Strong, High-Performing Culture
Every organization has at least one of them—the “toxic superstar” who, despite being exceptionally talented and high contributors, exhibit bad behaviors that can include bullying, gossiping, or undermining colleagues. The kind of behaviors that can erode the culture of even the strongest organizations.
Yet, despite their potential for disruption and destruction, too often they’re allowed to linger, negatively impacting those around them.
Why? Precisely because they are talented, and they do make important contributions to the organization.
The thing to remember is that the damage they do far outweighs the value of those contributions.
Healthcare leaders must take steps to take the toxic out of these superstars. Being direct and proactive can help your organization maintain top talent and a high-performing culture.
Step 1: Address the Issue Promptly
There is a tendency for even the best leaders to overlook or rationalize toxic behaviors. Often, we tell ourselves stories like “it was just a bad day,” or “others are being too sensitive.”
But that mindset can be dangerous. Ignoring these behaviors allows them to fester and grow, ultimately harming positive team dynamics—and patient care.
It’s important to address issues quickly when you identify a toxic superstar in your midst. While it may feel uncomfortable—even risky—to confront a high performer, keep in mind that their contributions, no matter how lofty, do not excuse harmful behavior.
Step 2: Set Clear Expectations and Boundaries
Keep in mind that, in some cases, toxic superstars may not even realize the impact of their actions. They may have grown up in an environment where such behaviors were overlooked, allowed, or even encouraged.
Give the benefit of the doubt, but be explicit in establishing clear expectations and boundaries. Remember, it’s not about punishing, but about guiding toward positive change.
Engage in an open dialogue about the behaviors you’ve observed, why they are inappropriate and will not be condoned, and what you would like to see instead. Provide coaching and support to help your toxic superstars align their behaviors more closely with your organization’s values.
Step 3: Be Prepared for Action
Leaders must be prepared to take disciplinary action when required. If you do not see improvement in toxic behaviors after addressing the issue and providing support, disciplinary action—including termination—may be required. The culture of your organization, and the safety and care of your patients, must take precedence over protecting toxic superstars.
Fostering a healthy workplace culture is critical to ensuring employee engagement and a positive patient experience. By acting quickly, setting clear expectations, and being prepared for action you can maximize the value of your superstars and protect your organization’s culture.
Tags: Accountability, bad behavior, bullying, bullying in the workplace, employee coaching, employee counseling, Employee Engagement, holding employees accountable, toxic culture
