In this episode of the "Mike and Sam" show, host Mike Domitrz and guest Sam Silverstein discuss the obstacles that prevent organizations from developing and sustaining a healthy workplace culture. The conversation opens with a story about a viewer of Mike’s online respect‑training course who, despite teaching respect, noticed micro‑behaviors in their own organization that undermined a respectful culture. Sam identifies leadership as the first and most critical barrier: leaders must recognize that protecting culture is their top responsibility, model the values they espouse, and communicate clear norms. The hosts explore additional barriers, including the lack of a shared set of values, inconsistent communication of standards, leaders allowing divergent behaviors, and hiring people whose personal culture does not align with the organization’s. They stress that every employee, regardless of rank, bears responsibility for upholding cultural values and that individuals actively choose the culture they help create. The dialogue also touches on resistance to change, noting that leaders who avoid “rocking the boat” keep organizations stuck in the “Dark Ages.” Throughout, Mike and Sam encourage listeners to reflect on both large and small cultural obstacles, share their observations in the comments, and take personal action to foster respectful, high‑performing environments. The episode ends with a call to subscribe to their YouTube channel and podcast for future discussions.
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Welcome to Mike and Sam. Sam, how you doing today?
Yeah, I'm doing pretty good.
Nothing. You laugh when I asked.
I'm doing great. You know what? We live in a time when when there's just so much moving around us. Technology is such an important part of our life today. Obviously, what we're doing here with you and me involves technology, and and I had a. For whatever reason, the camera system wouldn't work. So, we switched over to a backup and, and we're up and running. So, I'm just going with the flow and I have a mindset that I'm not going to get frustrated with it.
That's a great mindset. And what I love about that mindset is that can be a really important mindset about what I choose to focus on, not focus on. When we talk about trying to work on our culture and improve our culture, What we can control, what we can't control. And then that's what today's show is about. What are the barriers to building a healthy culture, to transforming the culture we're in? If you don't mind, Sam, I'd love to start with a story on this one, actually.
Absolutely. Go for it.
So yesterday, we had a comment on our online course. Somebody was watching one of my courses, one of my lessons, and it was on respect in the workplace. And this is somebody who works in the field of teaching respect. And they said, honestly, Mike, this was a comment. Honestly, I didn't think I didn't need to watch this at all. I teach respect. Why would I need to watch this? Until I started watching it and recognized just because we preach respect or teach respect doesn't mean we're not in a culture that is failing in many ways. And as they started to watch the lesson, they were recognizing little micro behaviors that were occurring in their workplace that made them recognize, whoa, whoa, we do that! Even though we're an organization that focuses on helping others, we have all these little minor ways that add up that create problems for us and create these barriers. And so there's so many barriers sometimes to that transformation. I want anybody who's watching right now, if you're thinking of what are barriers to building a healthy culture, These micro ones can be huge. So you don't have to think of big. It could be a small thing. It could be a big thing. Write them in the comments. Let us know what you think they are. Sam, what do you think are some key common barriers to culture change, to building a healthy culture?
Well, it's, you know, I believe culture starts with leadership. And so one of the barriers is, is leadership understanding how they really, first of all, that their responsibility, their No. 1 responsibility is the culture. And, and so a leader has to get on board and have that awareness. And if that awareness isn't intact and in place, that's going to be the first barrier. Absolutely.
And that's huge, because I know people that'll, you know, you know it too, that'll bring us into their organizations, but it's not coming from the top. And you and I are, you and I are both people like, we need the top here. Because if they don't reinforce what we're doing, Everybody's going to follow the lead of the top because that's who makes the decisions after we leave. And, you know, Denise gets that. What I love is we know that because Denise is somebody that often watches our show and gets involved. And we can tell that Denise is one of those leaders out there that gets that. Unfortunately, some don't. It's a massive barrier.
And that's it. So first, the first barrier is going to be leadership understanding their number one responsibility. is to protect the culture. I mean, it starts with creating the culture. A lot of times, leaders think their— the leader thinks their number one responsibility is the bottom line. I disagree with that. That's the team's responsibility. And if the leader builds and protects the culture, then the team can build and protect the bottom line. So, I believe it all starts and ends with leadership. So, that's the first barrier. The second barrier is when And again, this comes back to leadership. To me, one of the second barriers, and these are not necessarily in order, but would be a leader that allows people to act differently within the organization. In other words, we don't have a set of values that we're living by. Everyone, regardless of who you are, regardless of your title, regardless of how well you perform, we all live by this proven set of values. Because without that, then the culture is just, is going to be all over the place.
Yeah, I'll have people say, well, Mike, what if we have people with this culture, this culture, and this culture? Well, you have an organizational culture, and that's what you're responsible for.
Exactly.
And so when you bring people in, you have to ask yourself before you bring them in, does the culture they're bringing with them— is it going to align? And if it is not, we cannot bring that person in. It's going to be too damaging. And so that's really Denise really hits it.
Poor communication by leadership, not setting norms, standards that establish a culture of respect. It's about, this is how we do it here, period. Period. It doesn't matter if you're the greatest salesperson in the world. It doesn't matter if you're the greatest whatever. But this is how we do it here. That's more important than anyone in the organization. And until you establish that foundation, then people will act how they want to act. And then, you don't have a culture. Well, your culture is what I normally call is just a culture by default. And so, it's just whatever goes. It's wild, wild west. If you can perform, you can be a jerk. Well, who wants to work in that environment? That's not going to provide long-term attractiveness towards finding the best people, bringing them in, keeping the best people. You see companies that are turnstiles all the time because the culture stinks. And because good people leave because leadership allows bad people to stay.
Yeah, well, one of the big problems is the leaders who say that, well, I can't control any of that. Yes, you can! You know, one thing that Denise brought up earlier was role modeling. Are they actually living those, those norms and those values as a leader? You know, here Denise is talking about the changes in organization can be really uncomfortable. And so what you get is leaders who fail to lead because they think, well, people don't like change, so I'm not going to rock their world. I'm not going to rock— so what happens is your world never gets rocked and you never change, and you're in the Dark Ages. That's what happens.
Yeah. Now, the other side on culture, and I think this is really important, and while as important as leadership is, I think it's also critical and a barrier potentially to building this amazing culture is, are the people, the people, Everyone has a responsibility to live those values that define the culture. Everyone is a part of that culture. Everyone is either contributing to the culture or pulling away from the culture. So, there needs to be an awareness in all people that we have a part to play. And just because she isn't doing something or he isn't doing something doesn't mean I shouldn't be doing it. I have to uphold my end and fill my role.
Yeah, there's a statement that we make. I don't care how old you are. If I'm talking to a 12-year-old or I'm talking to a 70-year-old, we make this statement: you choose your culture. Don't tell me that I, I can't control the culture. You choose your culture. People love to say, well, I can't control— yes, you do. Every decision you make today determines the culture you choose to send out to the world that you tend to set. Now, I'm not saying you can control all elements of all cultures around you. Not saying that. But you can control the choices you make that set the tone for the culture that you surround yourself with, the energy you surround yourself with, every choice you make.
Yeah, absolutely. And you know, while, while times today, and we're dealing with, obviously, when we're dealing with the virus situation that we're facing, and the business climate that we're facing, there's just variables. Normally, I would tell someone, hey, if you're in a culture that's a bad culture, go find a good culture. You know, go find an organization that has a great culture because in that environment, people want to be there. You want to be there. People want to get things done the right way. And so, we don't have to stay in an organization that has a bad culture. So, everyone needs to be doing their part to contribute to that culture.
Love that, Sam. And what a great place—
Got all these screens moving around today, Mike.
I know. I tried a few things for you there. I tried to focus on you so we could just focus on that brilliance you were Giving to the world there. We just had that one screen cut right through you. Sorry about that, Sam.
No worries.
But what, but I love what you were saying there. It's a great place for us to wrap, that each of us can make those choices. So that's awesome.
Absolutely.
And we want to make— go ahead, Sam.
I was just going to say, hey, everyone that has a chance to either see us live now or see the recording, hop over to youtube.com/CenterForRespect or youtube.com/ Sam Silverstein. Be sure and subscribe, like the video, share it with other people because that will make a difference. Click on the bell and that way you'll find out the next time we have, uh, we go live or there's a new video. And, uh, hit us up on iTunes at Mike and Sam because the podcast is up there and you can catch us there as well.
