Contest Culture: How Organizations Become Toxic, and How to Fix Them | Peter Glick | TEDxOshkosh

"Win or die" norms within organizations create a toxic culture with a miserable work environment that leads to organizational dysfunction. This talk addresses how such a culture originates, and what can be done to return the focus to the organization's core mission.
Peter Glick, PhD is the Henry Merritt Wriston Professor at Lawrence University and a Senior Scientist with the Neuroleadership Institute.
As a visiting Professor of Management and Organizations at Northwestern University, he co-designed the Kellogg School of Management’s first course on diversity management. The Harvard Business Review recognized his stereotype content model (co-developed with Susan Fiske, Princeton, and Amy Cuddy, Harvard) as a "breakthrough idea for 2009."
His highly cited work on benevolent sexism (with Susan Fiske) has revolutionized our understanding of discrimination against women, receiving the Allport Prize for best paper on intergroup relations. Both theories are highly influential, with over 30,000 Google Scholar citations. In addition to more than 80 articles, he has co-edited or co-authored three books, including the Sage Handbook of Prejudice. His work has been covered in such outlets as the New York Times, Harvard Business Review, and PBS NewsHour. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at www.ted.com/tedx

[@eternalsunshine1651]

Lead by example. Normalize the behaviors that you wish to see in others. Give the compliments, the recognition, the praise, and these will empower others to pay it forward.

[@AtomSimbol]

This talk deserves more views and likes, great and enlightening talk. 👏

[@MereAYT]

We need to get rid of aggressive and competitive work culture. It is harmful to the individual and the company.

[@JCSamuelson]

Beware simple answers to complex questions. Toxicity consists of more than a masculinity contest, sexism, etc.. For example, social exclusivity & tribalism (cliques), favoritism, and passive aggression know no gender. Toxic masculinity exists, sure, but isn't always the issue in work environments we call toxic. Go deeper.

[@999timepass]

Thanks for writing this.

[@SydMountaineer]

Yes, it all starts at home, in our society we are taught the wrong things, it's been going on for many generations - individualism, living by our egos, emotions, etc, reacting vs responding, not knowing how to use the intelligence we have, but suffering it, not knowing how to use our minds & bodies to work for us rather than against us. Much can be learned from people like Sadhguru.

[@user-yl4rh8vn8c]

Vapid comment masquerading as “deep”. You’ve said nothing.

[@naimatnawabi7632]

He tells the harsh truth about societies and is discouraged by fewer likes. He is not like those fancy talkers.

[@jonathanvermillion7263]

Awesome talk

[@user-np6mw7dn1y]

Amazing content and relatable today

[@dougfoster445]

I usevto work in corporate. Never again. Im an electrician now in new home construction and it dossnt even feel like work

[@hematophria3295]

So how do we fix them?

[@Doomemdtrader]

This is more a piece in the bigger puzzle to understand what is going on. It is in the same line with Simon Sinek who described his graph of performance versus trust. The idea with Simon was that there are plenty of people who you would not trust quickly, but perform rather well. If your business is only focused on high performers and those receive incentives that come with it, you promote that kind of behavior. I think this video is like a joke that is entertaining to listen to, but when the punchline comes along, it is lacking. Because, what is leadership going to change their mind? 65 billion dollar in fines due to cultural flaws. But that's just survivor bias to sail on those, also, it isn't very practical for others. But what is the piece that seems to be aligned with the rest is that it has to come from leadership. The invisible robes as he was saying. Claim you have the robes and people want to have those robes as well.

[@functionalaestheticse.c.8953]

I would say it is not necessarily a male issue although there definitely is that. On the broader scope it is mission over position, putting the goals of the team above ones own. Women compete as well. However, they compete in more feminine less overt ways which can be just as toxic. I agree that performance and profits increase for everyone when everyone has a single agenda instead of back stabbing to increase status within the group.

[@MikosMiko]

Great video, although I don’t agree with this only being a masculinity issue. There are some crazy women out there as well who enjoy bullying others. Outside of that, great video

[@klimtkahlo]

In my personal life I found women to be way more toxic and bigger bullies than men! Sadly!

[@blaircailean]

Ive been in that situation...

[@davidj1057]

3:46. It’s “Old fashioned Southern Boy” mentality. Erroneous Distinctions . Last one Dog eat Dog. also translates to Company- “You will love money and not have enough, ever” Thanks for this. If people would just work like it’s their money and forget the culture, only do what’s asked and take matters when you know you can and it’s reasonable (without fear) you can sustain yourself as a Co-owner on a Employee level. Company will either like this and work with you or will despise you. Who cares either way , just retire . If not there , another place . If it helps the bottom line is , we’ve got to already know how to do the right thing the right way without any systems or job institutions to paint the picture for us . And with that, if your motivations don’t come centered on a dollar bill, like everyone else; if there is an appt somewhere for your time to shine , it will happen for you without you having to bust a bunch of sweat to get it.

[@billybobmcguire9389]

It’s unfortunate that a talk about toxic culture in the workplace resorts to perpetuating lazy stereotypes. Throughout a career spanning nearly four decades, I have witnessed much toxic, aggressive and bullying behaviours. However, I would say that the top three most egregious examples were all female managers who were notorious abusers of power. In my current job, the manager most notorious in the organisation for bullying and routinely humiliating their staff happens to be a woman. Toxic masculinity absolutely does exist. However, presenting the problem of toxic cultures as an exclusively masculine problem - while letting female abusers off the hook - is both disingenuous and counterproductive. What a pity for a Ted talk to cite the fable of the Emperor’s New Clothes while simultaneously perpetuating its own version of groupthink.

[@AnhTuPhucDerrickHoangCanada]

They dump on lack of purpose: toxic on lack of purpose: not us!

[@Rex4sure6425]

True Gender equality requires that you speak from both sides of the fence. Your focus on masculinity rather than toxicity cost you points. This is subjective and plays into a different agenda than you started with. Thanks but not thanks.

[@chinopes5358]

This aint it

[@nonas2856]

Just no. Skip this.