Welcome to The Workplace Unfiltered!

Euphemistic language is, at its simplest, language used to avoid directness and confrontation. In terms of the toxic workplace, it is used to communicate negative information in a neutral or positive way, to control perceptions, and to avoid accountability.

"They're just lazy- they don't want to work hard!!" "They're too sensitive!!" "Why don't they just try harder?" "OMG- the Gen Z stare! It's like nobody's home!!" "....And they lack basic interaction skills and professionalism!" I'm sure you've heard these sentiments (and more) about Generation Z (and maybe young Millennials) and how they show up in the workplace.  Baby Boomers and Gen Xer's everywhere have expressed their frustrations with young people- their communication, t

Trying to change others or resorting to the same manipulation tactics they use is not the answer- and will leave you drained and also toxic

I recently shared a poll within a LinkedIn group recently that asked the simple question: Do you think our traditional/current models of leadership are effective? Within just a couple of days, the poll had over 560 votes, with 64% voting that we need to change some things, and 24% voting that we need a complete overhaul- a total of  88%  of people who sense that at least something needs to change with how we lead. Our current models of leadership, which center power, control

Younger millennials and Gen Z are changing the way we view work and workplace culture - I think for the better. From the traditionalists' standpoint, it's standard belief that emotions don't belong in the workplace. How many times have we heard that only results matter, or to focus on data? Or that leaders "don't have time" to address concerns they feel aren't connected to the bottom line? Productivity, data and results and data are definitely important- how would businesses

Happy Black History Month!! For many, especially in the African American/Black community, the workplace can be a volatile place. Workplaces today are generally unhealthy, with people from all different backgrounds, professions or social categories having a variety of negative experiences. I think one of the many misperceptions some people have is that since they’ve never experienced negativity at work (or a certain type of negative experience), others speaking up about their

"Leadership skills" are a very broad set of skills and abilities that anyone leading either people or processes need to be most effective in their role. If you ask multiple people what leadership skills are, you will get multiple different answers- and for good reason. There are many different leadership styles and competencies that are best for the many different businesses and work environments that make up our world. Some leadership roles focus more on processes, others on

Are you holding your employees accountable for your potential shortcomings as a leader? I recall a conversation with an old colleague discussing performance management processes, and he shared a story about there was once a new employee that was written up for- wait for it - asking questions. I was very curious about this and the reasons behind it, so I probed for more information. Was the employee abrasive when asking questions? Did they ask inappropriate questions? Under wh

I can remember a performance review I had years ago, in which the topic of technical skills versus political savvy was mentioned. I was reminded that being good in technical areas will not ensure my success, and that if I want to get ahead, I have to "play the game". Being politically "un-savvy" is seen as a deficiency; as naivety to some degree. My young and inexperienced mind felt something was a bit off about this belief, and I later learned many others felt the same way.

Organizational defensive routines are the behaviors and policies [spoken and unspoken] that prevent people from experiencing embarrassment or threat (Argyris, 1990). While we may not have known this phenomenon by this terminology, I'm certain you have experienced the effects at some point in your career, especially if you work in corporate America. Have you ever: ...experienced a manager or other organizational leader communicate using vague and indirect language? ...spent mo

Being the curious soul I am, I started reading through random company reviews on Indeed as a crude, yet effective way to learn more about how people perceive their management and workplace cultures. There were plenty of great comments and experiences noted - and it's good to keep in mind that what we consider a good or bad or toxic workplace can be subjective, based on what we value. For example, if you just want a nice paycheck and great benefits, the workplace culture isn't