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You can be the most empathetic person in the world, the most enlightened leader in the world, and you could have what I call an 'Unintended toxic culture'- what that means is that people are working around each other and not with each other.
你可能是世界上最有同情心的人，也可能是世界上最开明的领导人，但你依然可能身处于我所说的“无意识的有毒文化”中，它是指人们在彼此周围工作，但互相之间并没有合作。
There are cliques that are creating an in-group and an out-group, or other kinds of things that are really preventing people from feeling safe and comfortable, and also is preventing work getting done.
有些集团在创造小组内、小组外，或其他类似的边界感，这会让人们感到不安全、不舒服，有碍于工作的进行。
So, you as a leader, wanna take a good look in the mirror and do that radical self-examination to make sure that you are not promoting a difficult culture in your work environment.
所以，作为领导者，你应该照照镜子，进行彻底的自我反省，确保你没有推行让人为难的工作环境。
Listen, nobody sets out to create a toxic culture.
注意，有毒文化并不是人们刻意塑造的。
No one intends for it to be difficult.
没人故意想让工作环境变得困难。
And yet, there are problems brewing inside of the organization.
然而，组织内部有一些问题正在隐隐浮现。
What that can look like, for example, is nobody addresses difficult things or conflict directly.
例如，它的一种表现就是，没有人去直接解决困难的事情或冲突。
Instead, they gossip behind people's backs.
相反，他们会在人们背后说三道四。
Or, you might be the leader who really wants to bring people on board, but you hire employees who maybe aren't that good, and you might not be addressing difficult issues in the workplace.
或者，你确实是一位想让员工参与进来的领导者，但你雇佣的员工可能并不那么优秀，这样你就无法解决工作中的难题。
So then you have these poor performers that nobody's addressing, and it brings down the performance of everybody.
因此，如果有这些表现不佳的人，但任何人都对此绝口不提，这就会降低所有人的表现。
Those are just a couple of examples of what unintended toxic cultures are.
以上只是关于无意识的有毒文化的几个例子。
So as a leader, you have to start increasing your own self-awareness to understand what are your natural concerns and blind spots.
所以，作为一名领导者，你必须要提高自我意识，了解你天生的担忧和盲点是什么。
And also it's really important to look very keenly at your culture and to make sure you have a number of people you can check in with so that you might be appraised if you have a toxic culture.
而且，你要敏锐地审视自己的文化环境，确保有其他人和你一起检视文化，这样在你创造有毒文化的时候，就会被批判。
People talk about culture and the way they talk about it, I feel like it just means we like each other.
人们谈论文化和他们谈论文化的方式，让我觉得我们都很喜欢彼此。
Now, I think it's really important in an environment to like each other, that's part of culture.
我认为在一个环境中，相互喜欢是非常重要的，这就是文化的一部分。
But the other elements of culture are ones you should think about that are important to getting work done in your environment.
但同时你也要思考，对在你的环境中完成工作非常重要的其他文化元素。
Do you want proactive people?
你想要积极主动的人吗？
Make sure you identify that for yourself and for your organization, and hire proactive people.
确保自己和组织都想清楚了这一点，然后去雇佣积极主动的人。
Maybe you're in a certain environment where mistakes are not an option.
也许你所处的环境中，不允许人们犯错。
So you want people who are analytical and methodical, and will measure twice and cut once.
那么你需要的是善于分析和有条不紊的人，他们会三思而后行。
Those are the kinds of people that you wanna then hire, and then of course you wanna reward that kind of behavior.
这就是你想要雇佣的那种人，当然了，你也会奖励这种行为。
Another thing you can do is be the leader that you need to be, and communicate to the team, deliver difficult messages with diplomacy, and deal with your team in a way which encourages them, not which beats them down and slows them down.
你可以做的另一件事是成为你需要成为的领导者，与团队沟通，有策略地传递困难信息，以一种鼓励他人的方式与你的团队打交道，而不是以一种击败他们、拖累他们的方式。
Those kinds of elements are helpful to you when you think about culture.
说到文化时，这些元素对你很有帮助。
The one thing I want you to take away is: that when you think about culture, don't just think about liking each other, think about the actual traits and qualities that you need to get your business done, and that you want people to work together using those traits- and that will steer you in the right direction of culture.
我想让你记住的一点是：当你考虑文化时，不要只想着喜欢彼此，想想你做工作所需要的实际特质和品质，你希望人们利用这些特质共同合作--这将引导你朝着正确的文化方向前进。
