Compassionate or Toxic Leadership? 2025’s Wake-Up Call

As of June 2025, three major corporate stories have shaken assumptions about leadership, culture, and accountability. From boardrooms in New York to offices in Seoul and London, the message resonates: leadership shapes culture—and culture defines outcomes.

1. “Fire the Assholes”: JPMorgan’s Culture Choice

At the Databricks Summit, Jamie Dimon said something most CEOs wouldn’t dare: if someone disrupts your team—be they employee or customer—remove them.  His message is clear: a workplace that tolerates disrespect is volunteering for failure. Leadership starts with the courage to enforce respect. Ignoring poor behaviour isn’t pragmatism—it’s poison.

2. HYBE: When “Always-On” Culture Becomes Dangerous

A former communications director at HYBE, home to BTS, described relentless calls and messages that led to burnout, weight loss, and worsening mental health. Catering to star performers is one thing; demanding 24/7 devotion with no boundaries is another. Leadership that tolerates this isn’t inclusive—it’s abusive. Compassionate leaders recognize real human limits—and design work around them.

3. Thames Water & Executive Accountability

Britain’s Ofwat has levied a record £123 million fine against Thames Water, under laws that hold executives personally responsible. The shift here is monumental. When corporate misconduct hits executives in their pockets—not just the bottom line—it sends a message: culture missteps have consequences. Governance matters. Systems matter. Accountability isn’t symbolic—it’s structural.

What These Cases Teach Us

Culture is choice-making—every day, in hiring, customer interactions, policy, and leadership visibility. When leaders act with decisiveness (Dimon’s tough stance), or ignore warning signs (HYBE’s burnout), or face accountability systems (Thames Water), the culture is defined accordingly.

Leaders shape norms by design—not default. Intentional policies that define behavior, set boundaries, signal consequences, and reward respect create healthy environments. This isn't HR fluff. It’s talent retention, engagement, liability avoidance, and brand strength.

Accountability isn’t optional—it’s essential. From dismissing disruptive individuals, to personal liability laws, holding the right people accountable reinforces what kind of culture a company values.

Steps to Build Compassionate Leadership & Resilient Culture

• Zero-tolerance for destructive behaviour: Make it procedural, not ad hoc.

• Human-first design: Guard off-hours, prevent burnout.

• Clear accountability mechanisms: Leaders responsible for culture should be held personally accountable.

• Regular culture checkpoints: Pulse surveys, exit interviews, external audits.
  

Final Message

Your culture isn’t what you say, it’s what you practice. Every decision builds or corrodes it. As the latest examples show, you've got choices: tolerate toxicity, or take accountability. Design for compassion, or let dysfunction take root. Culture is not HR’s job—it’s leadership’s work. Choose it.