We’ve obviously discussed in-depth some real horror stories in this book from my time in New York and The Netherlands, as well as some of the people we featured. I also wanted to share with you an example of a company that’s really doing it right – because not all companies are bad! In fact, there are plenty of good ones still out there, and I hope I’ve inspired you to go and find them.
Enter Nick Gorrie, Digital Campaign Manager at a dynamic company in Pennsylvania. I met him at one of the companies I previously worked at, as Nick was one of our clients. I’m happy to say Nick and team were pleased with the work I did for them!
Building a Strong Leadership Culture
“I’ve been lucky to work with some really great leaders,” Nick Gorrie told me. “The kind who care about their teams, who prioritize growth and create a chain effect. A good leader brings in another good leader, and over time, that resonates through the company.”
Nick has been with his current company for years, and he’s seen firsthand how leadership can shape a workplace culture. He noted that things have improved tremendously ever since he’s been out of college, shifting away from the old cutthroat stereotypes and towards a more collaborative, people-first approach.
The Difference Between Agencies and Corporate Culture
We talked about the traditional perception of corporate America—often seen as ruthless, rigid, and political. “The funny thing is,” Nick said, “people assume corporate is cutthroat, but I haven’t really seen that. If anything, it’s more structured and stable now than it was in the past.”
He pointed to hustle culture, often pushed by figures like Gary Vaynerchuk and The Rock—both of whom advocate for relentless work ethics. “I respect their approach, but they cater to entrepreneurial audiences,” Nick explained. “In corporate, authentic leadership is far more practical. You don’t need to tear others down to get ahead.”
The Red Flags of a Toxic Workplace
Having worked in different environments, Nick has firsthand experience identifying toxic cultures. “When one or two people in the room need to be the stars—steamrolling everyone, dominating every discussion, mansplaining just to prove they know something—that’s a red flag.”
He described past experiences at agencies where certain leaders felt the need to control every decision. “It wasn’t about collaboration; it was about dominance,” he said. “They wanted control over a lot of the direction and conversations.”
At his current company, it’s a completely different experience. “I can spread my wings here,” Nick said. “My input is respected as a subject matter expert. There’s a culture of listening instead of dominance.”
Knowing When to Speak Up—and When to Stay Quiet
Nick considers himself pretty stoic—he’s learned to take hits and bite his tongue when needed. “You don’t want to do anything that puts your job at risk,” he said. “If someone higher up is being a problem, I let their behavior speak for itself. They look bad, and I don’t need to do anything more than that.”
But if it were a direct report or someone at his level? “That’s a different story,” he clarified. “I’ll speak up if it’s someone I work with daily. But saying something to upper leadership isn’t always worth it—it just puts a target on your back. But everyone needs to determine what’s best for their own situations.”
Psychological Safety and Performance Go Hand in Hand
One of the biggest assets of his current workplace is psychological safety—the ability to speak up without fear of retaliation.
“My manager is the definition of work hard, play hard,” Nick said. “She means business, but she’s also caring. That kind of leadership makes all the difference.”
“I get what you’re saying,” I said. “And I saw it firsthand. Remember that situation with my colleague, Jill – name changed to respect her privacy – when she made a big mistake and apologized to your manager for how it was handled? Your manager didn’t sugarcoat things, but she quickly accepted the apology and we could all move beyond the situation. Instead of dwelling or getting caught in it, as many would have, your manager thanked Jill and moved forward into solving it. That was refreshing to see.”
“Exactly,” Nick said. “My manager’s approach builds trust in the team.”
The Key to Handling Conflict: Find the Middle Ground
“I never walk into a situation thinking, ‘My way is the best way,’” Nick said. “There is always a middle ground. You just need to be steady enough to find it.”
He believes that even when someone is completely wrong, there’s value in hearing them out.
“You have to communicate to find common ground,” Nick said. “Unless, of course, it’s something ridiculous, like ‘I love killing puppies’—then we don’t need to find common ground!”
The Power of Kindness and Open-Mindedness
Nick’s leadership philosophy is simple:
- Be kind.
- Have an open mind.
“People who have never worked in corporate America sometimes think the only way to succeed is to take names and chop heads off,” he said. “But that approach is antiquated.”
Instead, he advocates for cultivating an environment where everyone feels valued. “Make everyone feel important—because they are. If someone isn’t being kind back, that’s on them. Karma has a way of taking care of things.”
The Reality of Leadership: Some People Just Won’t Change
“This is gold,” I said to Nick, “and I’m loving everything you’re saying here as it aligns so deeply with the leadership philosophy I both practice and share with others. With that said, I do know the tough reality is that there are some bad eggs out there, and people who won’t change. How do you deal with people like that?”
“I’ve worked with hundreds of people, and only a handful were truly difficult to deal with,” Nick said. “Some people are just combative, always looking for an argument. But in most cases, those bad eggs are rare.
“My advice? Pick your battles. You’re not going to change everyone. If someone’s being impossible to work with, keep your head down. Fighting an uphill battle isn’t always worth it.”
My Takeaway from Nick
“I learned something from you today,” I said to Nick. “It’s about balancing when to speak up and when to hold back. I tend to be vocal, but it’s good to find that in-between.”
“Exactly,” he said. “There’s power in knowing when to step in and when to let things go. That’s how you navigate a workplace effectively.”
This conversation with Nick reinforced a crucial truth: not all workplaces are toxic. There are great companies out there with strong leadership and supportive cultures. If you’re stuck in a bad situation, don’t settle—there are better places out there. And if you’re in a leadership position yourself? Lead with authenticity, and you’ll set the tone for a thriving, respectful workplace.
Feel free to connect with Nick Gorrie on LinkedIn.
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