Is Your Organisation a Little Culty?
Healthy Culture or a Hidden Cult?
“One of the most horrific things that were done to us is that our intuition was slowly dismantled”
—Sarah Edmondson
Sarah Edmondson's Story
Sarah Edmondson was a key whistleblower who exposed the dark side of NXIVM, a group that seemed like a personal development organisation but was actually hiding manipulation, abuse, and control. Her journey from joining NXIVM to becoming a courageous whistleblower reveals important lessons for leaders everywhere.
When Sarah first joined NXIVM, it seemed like a positive self-help group. But her escape 12 years later was filled with fear and harsh truths.
NXIVM, founded by Keith Raniere, claimed to be a humanitarian community but operated like a cult. Raniere, who called himself Vanguard, claimed his training system could unlock potential. However, Sarah's departure in 2017 led to an FBI investigation, resulting in charges of sex trafficking and forced labor against Raniere and his inner circle.
Sarah's nightmare deepened when she joined DOS, a secret women's group linked to NXIVM. She had to provide "collateral" that could ruin her life if she left or spoke out. At an initiation ceremony, a doctor seared a symbol on her pelvis, which she later realised contained Raniere's initials.
Leaving NXIVM wasn't easy. The group often retaliated against former members. But Sarah knew she had to act.
Sarah left NXIVM in 2017, but her journey didn't stop there. In her TED Talk, Sarah highlights "five most important red flags and then five green flags" to watch out for in any organisation. Her insights are crucial for anyone aiming to maintain a healthy and ethical workplace.
How to spot a 'Culty Culture':
Manipulation and Control: Leaders who control and manipulate members’ lives.
Isolation: Encouraging separation from friends and family.
Blind Obedience: Discouraging questions and independent thinking.
Exploitation: Taking advantage of members' time, money, or resources.
Deception: Hiding true intentions or the full picture of the organization's activities.
How to build ‘Healthy Culture':
Transparency: Open communication and clear expectations.
Empowerment: Encouraging personal growth and autonomy.
Ethical Leadership: Leaders who lead by example and uphold strong ethical standards.
Inclusivity: Fostering a welcoming and diverse environment.
Support: Providing resources and support for personal and professional development.
The Power of Collective Effervescence
Have you ever felt collective effervescence? Sociologist Emile Durkheim coined the term to describe the profound connection and sensation of sacredness felt during shared mass experiences.
Six years ago, Israeli artist Or Taicher saw a YouTube video of thousands of people singing at the Western Wall in Jerusalem. Despite being secular, Taicher felt a deep connection and wondered if this unity could be achieved in a secular setting. He teamed up with musical director Ben Yaffet and CEO Michal Shahaf to create Koolulam, which has since brought mass singing events to over 350,000 people worldwide.
Dr. Gabriel’s research shows that experiencing collective effervescence is strongly linked to human flourishing. "The more people experience collective effervescence, the lower their stress levels, the less likely they are to suffer from depression, and the more likely they are to feel a sense of meaning and purpose," says Gabriel.
Sarah Edmondson’s story shows how collective effervescence can also be manipulated for darker purposes. NXIVM’s leader, Keith Raniere, exploited this powerful feeling to create a sense of unity and loyalty among his followers. By fostering an intense, shared emotional experience, he manipulated members into blind obedience and control.
“We want so badly to feel we’re part of something bigger than ourselves. It’s at the core of what it means to be human.”
How to Keep Your Culture Healthy?
To ensure your workplace stays healthy and avoids cult-like traits, we must:
💡 Recognise Red Flags: Learn to identify manipulative and controlling behaviors in your organization. Pay attention to leaders who demand absolute loyalty, discourage questioning, or create a culture of fear.
👥 Encourage Questions and Openness: Create an environment where team members feel safe to ask questions and express doubts. This openness helps prevent blind obedience and promotes a healthy, transparent culture.
🤝 Foster Ethical Leadership: Lead by example and ensure your leadership practices are ethical, inclusive, and transparent. Avoid creating a hierarchy that concentrates power in the hands of a few.
