When a prominent company’s culture implosion hits the headlines, every business leader can learn from the incident – and the fallout. Unfortunately, some of the issues won’t be unique to the company under scrutiny. Most leaders will relate as they likely face similar challenges within their work culture.

When business leaders discover disrespectful practices and behaviors, they must address those issues promptly and directly. Too often, though, leaders do not take the “bull by the horns.”

“Hoping” the issues resolve themselves is wishful thinking; that never fixes the problems.

Being indirect – like a leader addressing a town hall meeting and saying, “some people in this room do not model our company values. It must stop!” – never fixes the problems.

Ignoring players that frequently discount, demean, or dismiss their colleagues or customers will not stop that disrespectful behavior.

For example, one company’s leaders discovered a list of customers with “funny names” that some employees felt was inappropriate and even racist. The fact that the list existed and was a source of entertainment for years demonstrates a clear lack of respect for the company’s customers.

After investigation, it was discovered that some mid-level leaders were aware of the list – and the laughter. At the time, the list was seen as “harmless fun.” Tolerating that list (and the laughter) proved to company employees that respect was not important in their workplace.