Comprehensive Guide for Fractional CGOs, COOs, and Chiefs of Staff to Detect and Dismantle Workplace Toxicity
Introduction
In the intricate tapestry of organisational dynamics, one subtle yet pernicious thread often weaves its way unnoticed "the horizontal hostility". As fractional Chief Growth Officers (CGOs), Chief Operating Officers (COOs), or Chiefs of Staff, understanding and addressing this form of toxicity is paramount to fostering a vibrant, collaborative, and productive workplace. Let's dive deep into the theory of horizontal hostility, explore how to perceive it within a company, and discuss actionable strategies to mitigate its impact.
Understanding Horizontal Hostility
Definition:
Horizontal hostility refers to the antagonism or aggression directed by individuals towards their peers or colleagues at the same hierarchical level, rather than addressing concerns vertically (towards management) or externally. It's the friction among equals, often stemming from competition, insecurity, or internalised biases.
Origins and Theoretical Background:
Originating from sociological and psychological studies, the concept highlights how marginalised or subordinate groups may direct frustration towards each other rather than challenging the dominant group or systemic issues. In a corporate context, this manifests as employees undermining, criticising, or obstructing their peers. It may be observed internally within a department or cross-departmentally.
Why It Matters:
Erodes Team Cohesion:Â It chips away at trust, positivity and support.
Hampers Productivity:Â Energy is diverted from collaboration to conflict.
Stifles Growth:Â Innovative ideas may be suppressed due to fear of peer criticism.
Perceiving Horizontal Hostility in Your Company
Recognising the subtle signs is the first step toward remediation.
Indicators to Watch For:
Increased Peer-to-Peer Complaints:
Example:Â Employees frequently report issues about colleagues' behaviors or competencies, often over minor matters.
Exclusionary Practices:
Example:Â Clique formation where certain team members are consistently left out of meetings or social gatherings.
Undermining Behaviours:
Example:Â Colleagues dismiss or diminish each other's contributions during meetings.
Information Hoarding:
Example:Â Employees withhold critical information that could aid a peer's project success.
Gossip and Rumor-Spreading:
Example:Â A culture where negative talk about colleagues is commonplace, affecting reputations unjustly.
Resistance to Peer Ideas:
Example:Â Good suggestions are shot down not on merit but due to who proposed them.
Perception Exercises:
Anonymous Surveys:
Action:Â Distribute confidential questionnaires assessing team dynamics.
Goal:Â Gather honest feedback on interpersonal relations without fear of reprisal.
Observation Logs:
Action:Â Encourage managers to note instances of peer conflict or collaboration lapses.
Goal:Â Identify patterns or frequent offenders and victims.
Implementing Strategies to Address Horizontal Hostility
A multifaceted approach ensures comprehensive resolution.
1. Cultivate an Inclusive Culture
Strategies:
Feedback Culture Training:
Description:Â Workshops and training on how to provide and receive feedback
Exercise:Â theory & Neurosciences, followed by tools and role-playing scenarios where employees practice open feedback communication.
Diversity and Inclusion Training:
Description:Â Workshops that highlight the value of diverse perspectives and teach inclusive behaviours.
Exercise:Â Role-playing scenarios where employees practice inclusive communication.
Hackathon:
Description:Â Regular events that foster collaboration and understanding.
Exercise: Hackathon and other Collaborative problem-solving challenges that require teamwork.
2. Enhance Communication Channels
Strategies:
Open Forums:
Description:Â Scheduled meetings where employees can voice concerns openly.
Exercise:Â Implement "town hall" sessions with anonymous question submissions.
Conflict Resolution Training:
Description:Â Equip employees with skills to address disputes constructively.
Exercise:Â Workshops on active listening, empathy, and negotiation.
3. Establish Clear Policies and Expectations
Strategies:
Code of Conduct Revision:
Description:Â Update policies to explicitly prohibit hostile behaviors with clear repercussions.
Exercise:Â Collaborative policy review sessions where employees contribute to the code.
A radical way to treat Hostility in a workplace can be the implementation of the "No Complaint Policy". A rule forbidding employees from voicing complaints unless they also propose solutions
Accountability Structures:
Description:Â Define processes for reporting and addressing hostility.
Exercise:Â Create a flowchart outlining steps to take when hostility is observed.
Accountability Flowchart:
Observation of Hostility ↓ Address directly (if safe) ↓ Not Resolved? ↓ Report to Supervisor/Human Resources ↓ Investigation Initiated ↓ Resolution and Follow-up
4. Foster Collaborative Goals
Strategies:
Shared Objectives:
Description:Â Align individual performance metrics with team achievements.
Exercise:Â Set up joint KPIs where success is tied to group outcomes.
5. Provide Support Systems
Strategies:
Mentorship Programs:
Description:Â Pair employees across departments to build cross-functional relationships.
Exercise:Â Regular mentorship meetings with set agendas focusing on professional growth.
Matrices and Exercises to Address Horizontal Hostility
1. Self-Reflection Matrix
Encourage employees to self-assess their behaviours.
Behavior | Often (√) | Sometimes (√) | Never (√) | Action Plan |
I actively listen to peers. | ||||
I support colleagues' ideas. | ||||
I avoid gossiping at work. |
Exercise:Â Fill out the matrix honestly, then identify one behaviour to improve and outline steps to do so.
2. Team Dynamics Assessment Matrix
Analyse team interactions collectively.
Aspect | Rating (1-5) | Comments |
Open Communication | ||
Trust Among Members | ||
Cooperation on Projects | ||
Conflict Resolution |
Exercise:Â Teams rate themselves on each aspect, discuss results, and develop an improvement plan.
3. Action Planning Worksheet
Develop concrete steps to address issues.
Identified Issue | Root Cause | Proposed Solution | Responsible Party | Deadline |
Exercise:Â Use this worksheet during team meetings to tackle specific instances of hostility.
Optimising for Fractional CGOs, COOs, and Chiefs of Staff
As leaders operating in pivotal roles, you can leverage your unique positions to effect meaningful change.
1. Leverage Cross-Functional Influence
Action:Â Use your broad oversight to identify patterns of hostility that may not be visible at departmental levels.
Benefit:Â Facilitates a unified approach to culture change across the organisation.
2. Implement Strategic Initiatives
Action:Â Align anti-hostility measures with organisational growth and efficiency goals.
Benefit:Â Demonstrates the tangible impact of positive team dynamics on the bottom line.
3. Act as Culture Champions
Action:Â Model the behaviours you wish to see, such as open communication and collaboration.
Benefit:Â Sets a standard for others to emulate, fostering an environment of respect and inclusion.
Additional Strategies for Sustainable Change
1. Continuous Monitoring and Feedback
Implement:Â Regular check-ins and anonymous feedback loops.
Outcome:Â Keep leadership informed and responsive to evolving dynamics.
2. Recognition and Reward Systems
Implement:Â Acknowledge and reward collaborative behaviours and teamwork.
Outcome:Â Encourages positive behaviours to become the norm.
3. External Facilitation
Implement:Â Bring in experts for workshops or mediation when necessary.
Outcome:Â Provides neutral ground for addressing deep-seated issues.
Conclusion
Horizontal hostility, though often unnoticed, can undermine even the most robust organisations from within. By understanding its nuances and implementing tailored strategies, fractional CGOs, COOs, and Chiefs of Staff can transform this challenge into an opportunity for growth and enhanced cohesion.
Fostering an environment where employees feel valued, heard, and united doesn't just mitigate toxicity; It propels the company toward greater innovation and success. Through vigilant perception, strategic action, and compassionate leadership, the negative currents of horizontal hostility can be redirected into positive waves of collaboration and collective achievement.
Addressing horizontal hostility is not a one-time fix but an ongoing commitment to fostering a healthy workplace culture. By investing in your people and leading with empathy, you create a ripple effect that not only dissolves toxicity but also unlocks the full potential of your organisation's most valuable asset: their teams.
Need some help?
If you're navigating the complexities of horizontal hostility within your organisation, let's connect to develop customised strategies that align with your unique culture and goals. Together, we can build a thriving, hostile-free workplace that accelerates growth and nurtures talent.
