Leaders must explicitly communicate that uncivil, abusive behavior is thwarting their institutional objectives.
My guess is that GM’s silent communication system started with senior leaders becoming so pervasive that people understood these gestures as clearly as if they had heard them out loud.
The subtle way intent is communicated through behaviors like tone of voice, eye contact, facial expressions and body language, can diminish the productivity of others.
Leaders often focus on what’s expedient and a lower upfront money and time investment, as opposed to what method will most effectively address challenging learning problems.
GM President Mary Barra expressed regret over the Cobalt’s safety issues; she stated that GM is now moving from a culture of cost containment to a culture of safety.
If your goal is to do the minimum but to give your organization defenses in case there’s ever a costly mistake, then here’s a road map to get you started.
What’s striking is that the behaviors identified in the Richie Incognito/Miami Dolphins report are comparable to what has occurred in law firms, accounting practices, health care institutions and academia.