A little over ten years ago, there were headlines covering an NFL player’s indictment on charges of dog fighting and brutality. There was righteous outrage across the country (as there should have been).
Too often the policies and procedures we use to measure and evaluate our people enable a form of “dog fights” at work. Physical violence isn’t the symptom, but behaviors such as favoritism and political maneuvering are the symptoms and result in:
· Promotions of people who are not qualified and who treat others badly
· Bonuses being awarded to those who have not fully earned them, while those who have worked very hard getting overlooked
· Credit being taken by people without fully acknowledging those who contributed
These (and other) actions are difficult to stop and are actually encouraged as a way to survive at work. The first step to correcting the policies and procedures is to recognize that these behaviors exists and determine if we want to do better. It shouldn’t take us as leaders being a causality before we are willing to speak up.