In 10 years of corporate training and consulting, I have worked with business owners and leaders, who I wished I could tell and not bat an eyelid: You Are Your Company’s Problem. Fix You, and the Company is Fixed!
Have you ever explored this sensitive but necessary question: What happens when the boss becomes the issue in Workplace Disorders? Sometimes, disorder isn’t an employee problem, it’s a leadership mirror.
In many conversations about organisational order, discipline is often discussed as something employees owe management. Rarely do we pause to examine the other side of the equation — what happens when the person at the top becomes the primary source of disorder?
Delicate as this subject can be, it is a necessary one for the following reasons:
– Because order doesn’t start with policies. It starts with people, especially leaders. True order begins with self-led leadership. The culture you tolerate is the culture you create.
– Because order is not sustained by authority alone.
Order is sustained by example.
A leader may hold the title of “boss,” but culture takes its cue from behaviour. When a leader is inconsistent, emotionally volatile, unclear in expectations, or selectively ethical, the workplace begins to mirror that instability. Meetings become chaotic. Deadlines lose meaning. Accountability becomes negotiable. And … trust quietly erodes. These happen not because employees woke up irresponsible — but because the tone has been set.
Let me say this point-blank: Employees may fail occasionally, but when dysfunction becomes systemic, leadership must muster the moral strength to look inward!
The quiet truth:
– Order does not come from shouting louder.
– Order does not come from stricter memos.
– Order does not come from fear.
– Order flows from credibility.
– Order is not enforced from the top. It is modelled from within.
Order in any organisation starts with three quiet disciplines:
- Personal Order: Before a leader can demand structure, they must model it.
How do you manage time? How do you communicate under pressure? How do you respond to mistakes? Teams watch these patterns far more closely than they listen to policies.
- Moral Order: Rules without integrity become noise. If leaders bend standards when it suits them, employees learn that values are optional.
When exceptions become habits, disorder becomes culture. Consistency builds safety. Safety builds trust; and, trust fuels performance.
- Emotional Order:
Unregulated leaders create anxious environments. -Anxious environments suppress initiative, creativity, and honesty. When people do not know which version of the boss they will meet each day, they spend more energy managing fear than doing meaningful work.
When leaders are clear, stable, fair, and accountable, something powerful happens, people naturally align. So, if you are a leader reading this, I invite you to ask yourself these questions:
Am I easy to understand?
Am I predictable in values, even when under pressure?
Do I apologise when I am wrong?
Do I embody the order I desire?
Sometimes, the breakthrough an organisation needs is not a new policy. It is a more ordered leader. True order begins when leadership becomes conscious enough to lead themselves first. And that is where sustainable workplace culture is born. When leaders become ordered, organisations follow.
I’m Bosede Olusola-Obasa, a Character Development Trainer, Trust Culture Strategist, and Best Workplace Attitudes Advisor.
Please call the attached contact to book corporate training or consulting.
Enjoy the rest of the week.
READ ALSO:
FG raises the alarm over health risks of greenhouse gas emissions
Sanwo-Olu: Lagos is ready to partner investors for development
Alleged N868m fraud: Ex-AGoF opens his defence
All the winners at the 2026 Grammy Awards
Dangote, NNPC seal strategic gas supply agreements
IPOB’s sit-at-home order and the south east economy
Family announces burial programme for Princess Nwamaka, Abuja-based lawyer killed by kidnappers
