When you are setting a realistic goal for dealing with a toxic workplace, the ideal solution is to resolve the problem in its entirety. It may be more possible than you think to bring about change. It may also be more dangerous than you think. Especially in situations of corruption, you don't know how high up or how widespread the network of people benefiting from the wrongdoing is. You may see just one small part of a much larger problem. However, if the problem is relatively local, even if it's a bad problem, you are much more likely to find someone who has the authority and the willingness to fix it. Both are equally important. Many people have authority. Very few of them are willing to tackle the tough stuff. Some people are simply too emotionally lazy to do the hard work of authentic leadership and keeping people and missions safe and secure. Some people are so conflict averse that they refuse to do anything that may make anyone unhappy. Others view leadership as a popularity contest, always seeking to be the cool kid in the cafeteria, rather than doing the very adult work of making the difficult decisions and having those difficult conversations. Whatever the reason, figuring out in advance if there is someone – anyone – who possesses both the authority AND the willingness to address problems is the first critical step in your strategy.

Next you need to attempt to trace the problem back to its origin. How did it get started? When did it get started? Who is involved? How big is the problem? How bad is the situation? Is it part of a system that tolerates or facilitates wrongdoing? Or is it an anomaly in an otherwise excellent organization? The backlash for speaking up in a good organization is generally restricted to the problem individual being angry with you or trying to take action against you. Only they are losing the benefits of their misdeeds, and typically everyone else is happy to see the nonsense come to an end. But the backlash for speaking up in known corrupt organizations, or even in those with questionable integrity, can be severe. There may be a whole lot of people targeting you for as much damage as they can possibly inflict. Some of them go to the extent of lying or manufacturing “evidence” to try to destroy you, your livelihood, and your career. All that being said, if you're emotionally study enough for the fight, then sometimes the fight is still worth it. Only you can decide that, and those decisions must be made in consultation with your family. If you are in a leadership position, to the greatest extent possible, you should also consult with the trusted members of your team. The consequences can be just as dire for your family and your team as they are for you. But some fights are worth it, and if that's the case, here are some options for getting the issues addressed and fixed:

  • Speaking directly with the problem individual to request or demand that the problem be resolved
  • Reporting the problem to a trustworthy source
  • Requesting alternative dispute resolution
  • Filing a complaint in-house
  • Filing a complaint outside the organization
  • Filing action in a formal adversarial process
  • Going to an oversight body
  • Hiring an attorney
  • Making a police report and/or involving law enforcement
  • Going to Congress
  • Going to the press

Next week we'll take a look at strategies for what to do if the situation can only be partially resolved. Until then, stay strong, stay safe, and know I'm praying for you!