Kim Scott

It's also really important for leaders to create a space for conversation, to talk about where that line is on their team between one person's freedom to believe whatever they want, but not to impose it on others, because there's not an absolute I can't tell you where that line is on your team. Like you've got to define it for yourself.

It's also really important for leaders to create a space for conversation, to talk about where that line is on their team between one person's freedom to believe whatever they want, but not to impose it on others, because there's not an absolute I can't tell you where that line is on your team. Like you've got to define it for yourself.

There's not an absolute answer to where that line ought to be. And so you've got to sit down with your team and make sure that people understand the company's policies and where that line is so that people can use its statements appealing to company policy and your team's norms appropriately. And then last but not least, I think in terms of preventing bullying on your team,

There's not an absolute answer to where that line ought to be. And so you've got to sit down with your team and make sure that people understand the company's policies and where that line is so that people can use its statements appealing to company policy and your team's norms appropriately. And then last but not least, I think in terms of preventing bullying on your team,

There's not an absolute answer to where that line ought to be. And so you've got to sit down with your team and make sure that people understand the company's policies and where that line is so that people can use its statements appealing to company policy and your team's norms appropriately. And then last but not least, I think in terms of preventing bullying on your team,

It's really important for leaders to create consequences for bullying, because if you don't create consequences, it's going to escalate. I can promise you. And so you want to create conversational consequences. You need to learn how to shut down bullying in a meeting when you notice it happening. You also need to create compensation consequences.

It's really important for leaders to create consequences for bullying, because if you don't create consequences, it's going to escalate. I can promise you. And so you want to create conversational consequences. You need to learn how to shut down bullying in a meeting when you notice it happening. You also need to create compensation consequences.

It's really important for leaders to create consequences for bullying, because if you don't create consequences, it's going to escalate. I can promise you. And so you want to create conversational consequences. You need to learn how to shut down bullying in a meeting when you notice it happening. You also need to create compensation consequences.

You don't want to give people high ratings if they bully others because or a bonus, because then you're rewarding it. Not only are you not stopping the behavior, but you're actually rewarding it. So it's definitely going to escalate. And thirdly, you've got to create career consequences for bullying on your teams. I think that there comes a moment on too many teams where the jerks begin to win.

You don't want to give people high ratings if they bully others because or a bonus, because then you're rewarding it. Not only are you not stopping the behavior, but you're actually rewarding it. So it's definitely going to escalate. And thirdly, you've got to create career consequences for bullying on your teams. I think that there comes a moment on too many teams where the jerks begin to win.

You don't want to give people high ratings if they bully others because or a bonus, because then you're rewarding it. Not only are you not stopping the behavior, but you're actually rewarding it. So it's definitely going to escalate. And thirdly, you've got to create career consequences for bullying on your teams. I think that there comes a moment on too many teams where the jerks begin to win.

And that is the moment when the culture begins to lose. And ultimately, the results will follow. But it doesn't happen immediately. That's part of the problem. People think they get away with their bullying. And so you've got to make sure that you're not promoting people who bully others, that you're giving them feedback. Sometimes people bully others, but they're not aware of the impact.

And that is the moment when the culture begins to lose. And ultimately, the results will follow. But it doesn't happen immediately. That's part of the problem. People think they get away with their bullying. And so you've got to make sure that you're not promoting people who bully others, that you're giving them feedback. Sometimes people bully others, but they're not aware of the impact.

And that is the moment when the culture begins to lose. And ultimately, the results will follow. But it doesn't happen immediately. That's part of the problem. People think they get away with their bullying. And so you've got to make sure that you're not promoting people who bully others, that you're giving them feedback. Sometimes people bully others, but they're not aware of the impact.

So you want to give the person feedback, give them an opportunity to fix their behavior. And if they can't fix it, you've got to fire them. And this is really maybe one of the most difficult things because very often it feels like that person is doing some essential work that they'll leave a hole on your team. But I'm just going to say it, it's better to have a hole than an asshole.

So you want to give the person feedback, give them an opportunity to fix their behavior. And if they can't fix it, you've got to fire them. And this is really maybe one of the most difficult things because very often it feels like that person is doing some essential work that they'll leave a hole on your team. But I'm just going to say it, it's better to have a hole than an asshole.

So you want to give the person feedback, give them an opportunity to fix their behavior. And if they can't fix it, you've got to fire them. And this is really maybe one of the most difficult things because very often it feels like that person is doing some essential work that they'll leave a hole on your team. But I'm just going to say it, it's better to have a hole than an asshole.

So that's your job as a leader.

So that's your job as a leader.

So that's your job as a leader.