At The Table with Patrick Lencioni

Explore the powerful metaphor of 'cocaine water' to understand how isolation can lead to harmful choices at work. Discover how a rat park experiment illustrates that connection, rather than isolation, can foster healing and boost productivity. The discussion also addresses the importance of varied relationships and a healthy work culture that promotes well-being without strict policies. Ultimately, the conversation highlights that connection not only enhances work performance but also enriches our lives outside the office.

High achievement can often hide deeper personal wounds and unresolved issues. Leaders may chase success to mask fears and insecurities, neglecting their inner health. The conversation highlights the importance of prioritizing emotional and spiritual well-being before achieving external success. Patrick shares his journey of separating self-worth from professional metrics. They encourage embracing hobbies imperfectly and redefining identity away from performance, reminding listeners that healthy leaders foster thriving teams.

Exploring the power of recommitment, the discussion reveals how trust shapes relationships more than strategy. The hosts reflect on personal moments where vulnerability strengthened their team. They highlight that recurring issues can be opportunities for growth, not failures. Offsite experiences illustrate how embracing hard truths fosters clarity and deeper unity. Ultimately, the conversation underscores that a foundation of trust is essential for organizational health and success.

Leaders often cling to data, but real decision-making thrives on instinct and courage. Fear of failure can lead to over-analysis, stalling critical choices. Statistical predictions frequently overlook context, obscuring common sense. Great leadership is more about art than science, and reliance on data can mislead. Rather than hiding behind numbers, embracing messiness and direct problem-solving fosters accountability and clarity. Ultimately, combining intuition with data enhances effective leadership.

How does working in a “toxic” culture affect your ability to perform and trust others? Also, if your organization has an unhealthy work environment, how can leaders begin the process of internal correction? In episode 256 of At The Table, Pat Lencioni and Cody Thompson unpack what “toxic culture” really means—and what it doesn’t. They explore how toxicity rarely starts at the bottom but usually traces back to the executive team’s dysfunction, lack of clarity, or tolerance for poor behavior. They also share the signs, causes, and antidotes of toxic workplaces, encouraging leaders to create environments rooted in honesty and accountability.Topics explored in this episode: (00:20) Defining “Toxic Culture”* The importance of defining “toxic” and challenging the assumption that perks equal health.(04:00) The Source of Toxicity* Toxic cultures almost always originate at the executive level, not among lower-level employees.(08:00) How to Diagnose Toxicity* Cody compares toxic environments to poor sleep—you can feel it without needing a metric.(13:00) What Toxic Cultures Look Like* Key signs: political behavior, tolerated poor performance, and confusion from unclear goals.* How even good leaders can accidentally create toxicity.(17:00) Healing and Hope for Teams* Every organization experiences some level of dysfunction—but honesty and ownership can fix it.* The idea of replacing the word “toxic” with “dysfunctional” or “political,” emphasizing that healing begins with truth.In this episode, Pat and Cody discussed the following study by the employment website, Monster: “Toxic Workplaces Are Worsening: 80% of U.S. Workers Now Say Their Job Hurts Their Mental Health”; https://www.monster.com/career-advice/job-search/news-and-insights/mental-health-in-the-workplace-poll-2025 This episode of At The Table with Patrick Lencioni is brought to you by The Table Group: https://www.tablegroup.com. We teach leaders how to make work more effective and less dysfunctional. We also help their employees be more fulfilled and less miserable. At The Table is a podcast that lives at the connection between work life, leadership, organizational health, and culture. Subscribe on Apple Podcasts (https://apple.co/4hJKKSL), Spotify (https://open.spotify.com/show/6NWAZzkzl4ljxX7S2xkHvu), and YouTube (https://bit.ly/At-The-Table-YouTube). Follow Pat Lencioni on https://www.linkedin.com/in/patrick-lencioni-orghealth, http://www.youtube.com/@PatrickLencioniOfficial, and https://x.com/patricklencioni. Be sure to check out our other podcast, The Working Genius Podcast with Patrick Lencioni, on Apple Podcasts (https://apple.co/4iNz6Yn), Spotify (https://open.spotify.com/show/3raC053GF5mtkq6Y1klpRU), and YouTube (https://bit.ly/Working-Genius-YouTube). Let us know your feedback via podcast@tablegroup.com. This episode was produced by Story On Media: https://www.storyon.co.

Patrick and Cody delve into the clash between technological efficiency and human dignity in the workplace. They explore the dangers of AI displacing jobs and the need for a moral compass in innovation. The duo emphasizes the responsibility of leaders to prioritize humanity over profit, while also highlighting consumer choices that can impact this balance. They discuss the importance of work as a source of dignity and connection, questioning if society should rush headlong into progress at the expense of meaningful human interaction.

The podcast delves into the concept of 'virtual politics,' where remote work fosters mistrust among well-meaning colleagues. Lack of communication leads to negative assumptions, making regular check-ins crucial for rebuilding trust. They explore the balance between efficiency and relationship-building in a Zoom culture and emphasize the importance of 'wasting time well.' Lastly, the discussion includes strategies for overcoming the 'ladder of inference' to prevent harmful assumptions and restore team dynamics.

Avoiding tough conversations can unintentionally erode trust within teams. Curiosity, rather than suspicion, fosters stronger relationships by allowing open dialogue. Trust should be actively used, not just preserved, much like a car needs to be driven. Conflict can signal healthy trust rather than dysfunction. Remote work complicates trust-building, making it essential for leaders to take the first step in exercising it. True trust flourishes in candid interactions, even if they feel awkward.

Leaders often ignore the 'smoke' of personnel issues, hoping problems will fade away. Confrontation is messy, but avoiding it only harms credibility and weakens organizational culture. The hosts explore how to define these 'fires' and emphasize that real trust is built through visible actions, not empty promises. They challenge listeners to identify current issues in their organizations and take action. Ignoring problems creates a toxic environment, while courageously addressing them fosters healthier workplaces.

Exploring the change equation, the conversation highlights how dissatisfaction, vision, and simple initial steps can drive personal and organizational transformation. Practical strategies demonstrate how to leverage dissatisfaction for motivation and navigate resistance, which is often fueled by fear and uncertainty. The discussion also emphasizes the importance of a clear vision and attainable actions to build momentum. In the context of leadership, balancing smart strategies with healthy team dynamics is crucial for success.