Cultures From Hell

Paulina von Mirbach-Benz

Cultures from Hell - a podcast that focuses on avoidable mistakes many companies make when it comes to culture. Hosts are Lars and Paulina, both survivors of hellish cultures and passionate about culture and leadership. It is an interactive format, where we discuss live cases anonymously and give tips and tricks both for companies and individuals experiencing these situations.

  1. Slack Is the New Burnout Machine

    1D AGO

    Slack Is the New Burnout Machine

    In this episode of Cultures from Hell, Lars and Paulina delve into the pervasive issue of the 'always-on' communication culture in modern workplaces. They discuss how tools like Slack, initially designed to enhance productivity, have morphed into sources of burnout and anxiety. The conversation highlights the cognitive costs of constant notifications, the erosion of trust and boundaries, and the myths surrounding instant responsiveness. Lars and Paulina offer practical strategies for leaders to foster healthier communication practices and emphasize the importance of creating a culture that prioritizes focus and well-being over constant availability. The Distracted Mind 👉 https://www.amazon.de/Distracted-Mind-Ancient-Brains-High-Tech/dp/0262034948 Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagram https://www.instagram.com/larsnielsen_cph/ Takeaways 🔥 The always-on communication trap can lead to burnout. 🔥 Digital chaos impairs our ability to focus and think deeply. 🔥 Slack and similar tools can become burnout machines if misused. 🔥 Trust is built through predictability, not constant availability. 🔥 Constant notifications lower cognitive performance and increase anxiety. 🔥 Leaders should model healthy communication behaviors. 🔥 Setting clear boundaries is essential for team well-being. 🔥 Effective communication requires clarity and structure in messages. 🔥 Cultural norms around responsiveness can create unhealthy work environments. 🔥 Future trends may lead to more asynchronous communication practices. Chapters 00:00 The Always-On Communication Trap 07:30 The Impact of Slack on Workplace Culture 12:25 Trust and Boundaries in Digital Communication 17:22 The Cognitive Costs of Constant Notifications 22:33 Strategies for Reclaiming Focus 27:30 Creating a Healthy Communication Culture 32:34 Future Trends in Workplace Communication

    41 min
  2. Productivity Paranoia: When Output Becomes Oppression

    JAN 27

    Productivity Paranoia: When Output Becomes Oppression

    In this episode, Lars and Paulina discuss the emotional complexities surrounding productivity in the workplace, particularly in the wake of the pandemic. They explore the concept of productivity paranoia, where leaders confuse presence with performance, leading to increased control measures that often backfire. The conversation delves into the importance of trust, clarity, and purpose in fostering a healthy work environment, as well as the detrimental effects of surveillance on employee motivation. They conclude with practical takeaways for leaders to improve workplace culture and accountability without resorting to micromanagement. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagram https://www.instagram.com/larsnielsen_cph/ Takeaways 🚨 Productivity anxiety has increased since the pandemic. 🚨 Leaders often confuse presence with performance. 🚨 Monitoring can lead to less transparency. 🚨 Control mechanisms create a culture of suspicion. 🚨 Employee motivation collapses under surveillance. 🚨 Urgency does not equal importance in productivity. 🚨 Meetings often waste valuable time and resources. 🚨 Trust rituals are more effective than reporting rituals. 🚨 Clarity of expectations is crucial for accountability. 🚨 Companies need to build systems that allow for recovery. Chapters 00:00 Introduction and Personal Updates 04:01 The Impact of Productivity Anxiety 09:51 Control vs. Trust in the Workplace 14:06 The Gap Between Employees and Leaders 18:53 Real-World Examples of Productivity Tracking Backfiring 23:52 Trust vs. Surveillance in the Workplace 31:44 The Impact of Surveillance on Motivation 36:28 Building Accountability Without Control 40:19 Myths of Productivity and Workplace Culture 46:13 Addressing Anxiety and Exhaustion in Work Culture 49:45 Practical Steps for Leaders to Improve Culture

    53 min
  3. From Hell to Healing: Cultural Change One Person at a Time 2:2

    JAN 20

    From Hell to Healing: Cultural Change One Person at a Time 2:2

    In this episode of "Cultures from Hell," Lars Nielsen and Paulina discuss the nuances of cultural change within organizations, emphasizing the importance of small, consistent actions that can lead to significant cultural shifts. Paulina shares her insights on how self-awareness and vulnerability in leadership can foster trust and open communication, which are essential for a healthy workplace culture. They explore the concept of 'small wins' and how these can be pivotal in low-trust environments, encouraging listeners to recognize their influence regardless of their position within a company. The conversation also touches on the challenges of navigating dysfunctional cultures and the importance of maintaining personal integrity amidst systemic issues. Throughout the episode, Paulina highlights that every individual has the power to impact their workplace culture positively, even in challenging environments. By focusing on relationships and fostering open communication, individuals can create a ripple effect that contributes to a more supportive and productive workplace. The episode concludes with a call to action for listeners to reflect on their own behaviors and the culture they are helping to create, reinforcing the idea that change is always possible, even in the face of adversity. Takeaways 🔥 Almost anything that you do consciously can have an impact on culture. 🔥 Consistency is the key lever to earning trust. 🔥 Small wins can really be culturally explosive because actions like this signal safety, they signal trust. 🔥 You don't need everyone's ear, you need the right people's ear. Most of what looks like toxicity is actually protection. Chapters 00:00 Introduction and Personal Updates 03:10 Cultural Change: Starting Small 04:41 The Role of Consistency in Leadership 12:47 The Importance of Small Wins 21:38 Mapping Your Influence in the Workplace 26:22 Recognizing Disengagement in the Workplace 30:14 Navigating Office Politics and Trust Issues 32:33 Creating Psychological Safety and Trust Rituals 35:11 Rebuilding Trust After It’s Broken 36:29 Identifying Small Wins in Dysfunctional Cultures 37:34 Protecting Your Energy During Slow Change 38:49 When to Walk Away from Toxic Environments 40:11 Understanding Human Behavior in Challenged Cultures 42:33 The Impact of Individual Actions on Culture 47:34 Encouragement for the Burned Out and Cynical

    51 min
  4. From Hell to Healing: Cultural Change One Person at a Time 1:2

    JAN 13

    From Hell to Healing: Cultural Change One Person at a Time 1:2

    In this episode, Lars and Paulina reflect on the past year, discussing personal updates and the challenges of cultural change within organizations. They explore the patterns observed in dysfunctional cultures, the lies organizations tell themselves, and the critical role of leadership in fostering a positive culture. The conversation emphasizes the importance of individual agency in effecting change and the need for genuine behavior modification rather than superficial initiatives. They conclude with a discussion on the potential for grassroots movements to drive cultural transformation and the significance of personal responsibility and agency in shaping organizational culture. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagramhttps://www.instagram.com/larsnielsen_cph/ Takeaways ❤️‍🔥 Cursing can be a sign of intelligence. ❤️‍🔥 Cultural dysfunction often disguises itself as high performance. ❤️‍🔥 Real change starts with individual actions. ❤️‍🔥 Leaders must model the behavior they want to see. ❤️‍🔥 Communication is often a symptom of deeper issues. ❤️‍🔥 Accountability is more important than communication. ❤️‍🔥 Culture change requires consistent behavior change. ❤️‍🔥 Grassroots movements can initiate significant cultural shifts. ❤️‍🔥 Every individual has the power to influence culture. ❤️‍🔥 Responsibility and agency are distinct but interconnected. Chapters 00:00 New Beginnings and Personal Updates 09:01 Cultural Healing: A Shift in Focus 19:58 Dysfunction and Numbness in Workplace Cultures 22:46 The Impact of Bullying Behavior 26:00 Self-Reflection and Leadership 28:29 Culture Change: Top-Down vs. Grassroots 34:15 The Role of Individual Agency in Culture 41:57 Responsibility vs. Agency in Cultural Change

    49 min
  5. The Culture Shapers: How Middle Managers Can Lead from the Middle 2:2

    12/16/2025

    The Culture Shapers: How Middle Managers Can Lead from the Middle 2:2

    In this conversation, Lars and Paulina discuss their experiences from a recent hackathon, emphasizing the importance of company culture and the role of middle management in shaping it. They explore the challenges of navigating culture change, the significance of emotional intelligence in leadership, and the influences that have shaped their views on culture. The discussion also touches on emerging trends in leadership and the responsibility that comes with influencing others in the workplace. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagram https://www.instagram.com/larsnielsen_cph/ Takeaways 🔥 The hackathon experience was both exhausting and rewarding. 🔥 Middle management plays a crucial role in shaping company culture. 🔥 Effective culture change requires equipping managers with the right tools. 🔥 Emotional intelligence is a skill that can be developed. 🔥 Feedback should be a regular part of team interactions. 🔥 Copying others' approaches to culture change often leads to failure. 🔥 Leaders need to be trained to manage effectively, not just promoted based on performance. 🔥 Creating clarity within teams is essential during uncertain times. 🔥 Every individual has the power to influence culture, regardless of their position. 🔥 The trend of young people shying away from leadership roles is concerning.  Chapters 00:00 Post-Hackathon Reflections 09:56 The Power of Middle Management in Company Culture 25:29 Coaching and Feedback Dynamics 28:12 Creating Micro-Clarity in Uncertain Times 30:10 Navigating Psychological Contracts 32:09 Trends in Leadership and Culture 36:28 Influences on Company Culture 42:12 Communication as a Cultural Foundation 43:47 Empowering Managers to Shape Culture 48:27 Cultural Behaviors for Team Success

    52 min
  6. The Culture Shapers: How Middle Managers Can Lead from the Middle 1:2

    12/09/2025

    The Culture Shapers: How Middle Managers Can Lead from the Middle 1:2

    In this engaging conversation, Lars and Paulina explore the often-overlooked role of middle managers in shaping company culture. They discuss Lars' personal journey towards fulfillment and how it parallels the importance of middle managers in fostering a positive work environment. The discussion delves into the moments that define culture, the tools middle managers can use to create change, and the myths surrounding culture change that need to be debunked. Throughout the conversation, they emphasize the power of individual contributions to influence workplace dynamics and the significance of psychological safety in teams. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/ Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagram https://www.instagram.com/larsnielsen_cph/ Takeaways 🔥 Lars has found fulfillment in his personal and professional life. 🔥 Middle managers play a crucial role in shaping company culture. 🔥 Culture is often defined in small, everyday moments rather than top-down mandates. 🔥 Psychological safety is essential for teams to thrive. 🔥 Every individual in a company has the power to influence culture. 🔥 Middle managers can create pockets of excellence within organizations. 🔥 Explicitly defining team norms enhances psychological safety. 🔥 Investing in employee growth can lead to significant cultural shifts. 🔥 Culture change can happen from the bottom up, not just from the top down. 🔥 Middle managers should recognize their influence and take action. Chapters 00:00 Finding Fulfillment: Lars' Journey 05:59 The Role of Middle Managers in Shaping Culture 17:03 Moments that Matter: Culture in Action 33:52 Empowering Middle Managers: Tools for Cultural Change 40:53 Debunking Myths: Culture Change from the Bottom Up

    49 min
  7. Why Vulnerable Leaders Win Loyalty 2:2

    12/02/2025

    Why Vulnerable Leaders Win Loyalty 2:2

    In this episode, Lars and Paulina delve into the multifaceted concept of vulnerability in leadership. They explore how vulnerability can strengthen leadership, the importance of admitting uncertainty, and the impact of sharing personal experiences. The conversation highlights the balance between empathy and clarity, the significance of self-reflection, and the competitive advantage that vulnerability offers in today's workplace. Through personal anecdotes and practical advice, they emphasize that vulnerability is not a weakness but a powerful tool for building trust and fostering a healthy team dynamic. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagramhttps://www.instagram.com/larsnielsen_cph/ Takeaways ❤️‍🔥 Admitting uncertainty is crucial for leaders. ❤️‍🔥 Naming feelings can enhance team communication. ❤️‍🔥 Sharing learning moments fosters a culture of growth. ❤️‍🔥 Vulnerability builds trust and connection. ❤️‍🔥 Self-reflection is essential for effective leadership. ❤️‍🔥 Empathy must be balanced with clarity in decision-making. ❤️‍🔥 Vulnerability can be a competitive advantage in leadership. ❤️‍🔥 Leaders should model accountability and change behavior. ❤️‍🔥 Vulnerability is about the relationship, not self-promotion. ❤️‍🔥 Creating a safe space for vulnerability encourages openness. Chapters 00:00 Exploring Vulnerability in Leadership 04:12 Forms of Vulnerability that Strengthen Leadership 11:33 Practical Tips for Leaders to Show Vulnerability 13:21 Understanding Fake Vulnerability 18:01 Admitting Mistakes and Accountability 19:29 Staying Human During Tough Conversations 23:15 Personal Stories of Vulnerability 33:05 Fears and Challenges of Being Open 35:55 The Importance of Self-Reflection in Leadership 37:18 Vulnerability as a Competitive Advantage 38:14 Trends in Leadership: Opportunities and Concerns 40:46 Key Takeaways on Vulnerability

    45 min
  8. Why Vulnerable Leaders Win Loyalty 1:2

    11/26/2025

    Why Vulnerable Leaders Win Loyalty 1:2

    In this episode, Lars and Paulina explore the often misunderstood concept of vulnerability in leadership. They discuss how traditional beliefs about leadership have evolved, the importance of emotional intelligence, and the impact of gender dynamics on leadership styles. The conversation emphasizes the need for authenticity and the balance of emotions in the workplace, while also addressing the myths surrounding strength and control. Through personal anecdotes and insights, they highlight how vulnerability can build trust and create a more humane work environment. Culture Code Foundation https://www.culturecodefoundation.com/ Paulina on LinkedIn https://www.linkedin.com/in/ccf-paulina-von-mirbach-benz/ Paulina on Instagram https://www.instagram.com/sceptical_paulina/  Lars on LinkedIn https://www.linkedin.com/in/larsnielsenorg/ Lars on Instagram https://www.instagram.com/larsnielsen_cph/ Takeaways 🙂 Vulnerability is not a reward for performance; it is a precondition for trust. 🙂 Leaders who show real emotion inspire loyalty. 🙂 The narrative that leaders must be flawless is outdated. 🙂 Emotional intelligence is crucial for effective leadership. 🙂 Women entering leadership roles are changing workplace dynamics. 🙂 Authenticity is key to building trust in teams. 🙂 Vulnerability can be misunderstood as weakness. 🙂 Leaders must balance emotional expression with professionalism. 🙂 Consistency in leadership fosters a safe environment. 🙂 It's important to acknowledge the downsides of our strengths. Chapters 00:00 The Evolution of Leadership Beliefs 02:53 Understanding Vulnerability in Leadership 05:10 The Myths of Strength and Control 08:16 The Impact of Gender on Leadership Styles 11:11 Navigating Vulnerability in the Workplace 14:10 The Power of Authenticity 17:20 The Balance of Emotional Expression 20:03 Defining True Vulnerability 23:07 The Consequences of Vulnerability 26:09 Building Trust Through Vulnerability 29:06 The Importance of Consistency in Leadership 31:57 The Reality of Superpowers and Their Downsides

    38 min
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About

Cultures from Hell - a podcast that focuses on avoidable mistakes many companies make when it comes to culture. Hosts are Lars and Paulina, both survivors of hellish cultures and passionate about culture and leadership. It is an interactive format, where we discuss live cases anonymously and give tips and tricks both for companies and individuals experiencing these situations.

Information

  • Creator
    Paulina von Mirbach-Benz
  • Years Active
    2025 - 2026
  • Episodes
    43
  • Rating
    Clean
  • Copyright
    © 2025 Paulina von Mirbach-Benz
  • Show Website
    Cultures From Hell