Everyone gets selective about their outrage. We see it in politics, in business, in culture—everywhere. But what separates outrage that leads to meaningful change from outrage that’s just noise? Accountability.
Take the federal government. The Trump administration, and Elon Musk’s DOGE-fueled libertarian ethos, has moved swiftly to slash funding and reduce the federal workforce. The justification? Government is bloated, inefficient, and mismanaged. Conservatives have channeled their outrage into action, cutting budgets, eliminating roles, and demanding swift change.
Meanwhile, the left is also outraged—but for entirely different reasons. They see chaos, recklessness, and a government being gutted in ways that will have long-term consequences. They argue that propaganda, not pragmatism, is fueling these cuts. And they’re incensed over what they see as racist politics and Nazi salutes.
Strip away the partisanship, and what do both sides actually agree on? Incompetence is unacceptable. Whether it’s wasteful spending or a disorganized transition, no one likes to see things run poorly. The problem is that incompetence is easy to attack—but so is anything people don’t fully understand.
Take DEI. The movement to dismantle it has been fueled by frustration with ineffective corporate initiatives. I believe this is what Johnny C Taylor, CEO of SHRM was trying to avoid with his move to I&D— see my interview with him on this issue here (link). But is DEI itself the problem, or is the way it’s been implemented to blame? Just like with government cuts, the real question isn’t whether something should exist—it’s how it should function effectively.
Outrage is easy. Turning that outrage into accountability? That’s the real work. And that’s where the conversation needs to go next.
At Culture Partners, we use a simple four-question framework to help leaders take accountability. And right now, it seems the country could use it, too:
- See It – What is actually happening?
- Own It – What part of this can I control?
- Solve It – What else could I try?
- Do It – What action will I take, and by when?
I asked myself these four questions, and it led to this article. Now, I’ll ask myself those questions again—because accountability isn’t a one-time thing. It’s a practice. And if we’re serious about change, it’s the only way forward.
Elsewhere In Culture
JPMorgan thinks this Trump administration might actually be business-unfriendly
JPMorgan is warning that the latest round of tariffs from the Trump administration could have unintended consequences for businesses, potentially making the economic environment less friendly than investors had hoped. Just last week, the bank’s strategists stressed the importance of balancing protectionism with business-friendly policies to maintain market confidence. But with 25% tariffs now set to hit imports from Canada and Mexico—along with additional duties on China—JPMorgan economists say the risks are stacking up. Their analysis suggests that these tariffs could push Canada and Mexico into recession, disrupt supply chains, and create ripple effects that could slow U.S. growth.
This shift in economic policy is about the culture of uncertainty it creates. Business leaders thrive in environments where they can plan for the future, but when policies swing unpredictably, confidence erodes. JPMorgan’s warning isn’t just about GDP figures or interest rates; it’s about how companies respond when the rules keep changing. A business-unfriendly culture doesn’t just slow down decision-making—it can stall investment, hiring, and long-term strategy. If Washington isn’t careful, these tariffs could end up hurting the very businesses they claim to protect.
Job security is dead. Reset your workplace with ‘radical transparency’
Job security is at an all-time low, and workers know it. A recent survey found that 81% of U.S. employees worry about losing their jobs, and 76% expect layoffs to rise in 2025. Companies like Amazon and Boeing have already slashed thousands of jobs, and job satisfaction has dropped to historic lows. Workers are stuck in a cycle where they don’t feel secure, but they also don’t see better opportunities elsewhere. In response, some companies are trying new strategies, like stay interviews, to keep employees engaged. But as one CEO put it, throwing money at disengagement isn’t working. The solution? Radical transparency—giving employees clear, direct answers about the future of the company and their place in it.
This is a culture crisis. A workplace built on uncertainty and secrecy will never drive results. When employees don’t trust leadership, they disengage. That’s why the companies getting this right are taking transparency to the next level: hosting company-wide “state of the company” meetings, answering tough questions live, and forcing leadership to be accountable in real time. It’s uncomfortable, but it works. A culture of transparency makes employees feel invested rather than expendable. And in a world where job security is dead, trust is the only thing keeping people from walking out the door.
Growth doesn’t end with success.
It starts there.
This week in The Culture Leaders, Jim McCann, founder and CEO of 1-800-FLOWERS.COM, INC., shares why growth doesn’t stop when you “make it” — it’s where real leadership begins.
Jim isn’t just the guy who turned a flower shop into a multi-billion-dollar company.
He’s someone still asking the hard questions about leadership, culture, and the future of work.
We talked about:
🔵 How he built more than a business — he built connections.
🔵 The leadership lessons he never saw coming on the way to the top.
🔵 Why AI will disrupt everything — and what leaders should do about it now.
This isn’t your typical “how I made it” story.
It’s about what happens after you make it — and why real leadership never stops evolving.