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Compromise spreads through a company like a virus

virus_alert2The impact of compromise is not merely subjective. It can be measured in extreme detail by a host of performance and operating reports, and most definitely in financial reports. Compromise is real and it's costly. It infects and degrades everything, everywhere. It burrows in fast and deep and hunkers down for the long haul. It can kill change initiatives and be resistant to efforts to weed it out.

Still not convinced that compromise exists in your business? Well, think again. Perhaps the compromise isn’t severe, but rest assured, compromise is lurking in your company. And you don’t have to look very far to find it. So buckle your seat belt and get ready for a reality check. Here is a hit list of compromising behavior that is as common as employees surfing the Internet and sending personal e-mails on company time.

Have you ever experienced any of these common compromising behaviors?

  • Creating a double standard for you versus your employees.

  • Creating separate standards for different employees.

  • Not maintaining and following ethical standards.

  • Procrastinating.

  • Agreeing to do something and not delivering what was promised when it was promised.

  • Being late for work or meetings.

  • Not following the budget.

  • Failing to address obvious problems and issues.

  • Not responding to employee suggestions.

  • Believing that “it” cannot be done.

  • Talking “empowerment” but never letting go of control.

  • Giving up too easily.

  • Not creating opportunities to listen to what employees have to say and hear their insights on making things better.

  • Focusing on the negative.

  • Failing to disclose and share key information that employees need to do their jobs.

  • Withholding positive feedback.

  • Not rolling up your sleeves and pitching in.

  • Reprimanding in public.

  • Talking about, gossiping, or degrading an employee with others.

  • Stereotyping and making assumptions about people.

  • Not listening to customers.

  • Accepting inferior performance, quality, or service.

  • Playing the “blame game.”


As you can see, the compromise list is extensive, but it’s only the tip of the iceberg. Yes, we’re all guilty when it comes to compromise. You cannot condone, tolerate, or ignore these behaviors. The more we, as leaders, practice and adhere to a no-compromise mandate for ourselves and the companies we lead, the more difficult it is for compromise to surface. In a no-compromise company, compromise is easy to identify. It’s the elephant in the living room.

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