Not a Subscription Service

There’s a popular saying, “People don’t leave bad jobs. They leave bad leaders.”

We disagree. Let us explain why….

Relationships are not one-directional. The idea that a leader is solely responsible for the well-being and happiness of their employees is harmful and outdated.

Yes, we have to acknowledge the power differential in this dynamic and the harm that arises when denied. Yet, let's not take away an employee's sense of agency.

When responsibility for work culture is collectively shared, teams move beyond hierarchy into a co-creative, values-driven dynamic.

Your work culture is not a subscription service. It’s a relational ecosystem.

And we want to challenge the outdated belief that says your work culture solely relies on whether or not you're a "good" leader. That's just not true, and it's also unfair.

We are not here to minimize your influence as a leader. A leader can greatly help or harm their work culture based on their working relationships.

Yet, employees have a tremendous amount of sway and impact. They can elevate your work culture beyond what you thought possible when accountability to your work culture is collectively shared.

And yes, the opposite is also true. Employees can equally cause harm to your work culture and create ruptures with you or their colleagues that are challenging to repair.

It's not just about asking your employees to be accountable to tasks; it's also about inviting them to be accountable to their working relationships, practice wide communication norms, and workplace values.

Why Centering Working Relationshps Matters

Ultimately, your work culture is your relationships repeated at scale. Your relationships with your people and their relationships with each other determine the level of psychological safety in your group practice.

When employees own their autonomy and role in contributing to the collective work culture, it empowers them and you.

This won't be without rupture or mistakes (for both of you). Yet it can be through centering interpersonal relationships at work, extending one another trust, and believing in the process of repair.

People don't "leave bad leaders"; they leave work cultures they don't know how to impact and working relationships they don't know how to repair. 

If you're looking for support around shifting agency and accountability over to your team, schedule a complimentary consultation. Your vision for your group practice is too important to carry alone. Let's create the leadership ecosystem that can sustain it.