How to Change a Culture

June 23rd, 2025

Rebuilding culture after toxicity isn’t just a reset—it’s a re-commitment. Toxic cultures often grow in silence, confusion, and unresolved tension, but start in connection through complaint, closed doors, and criticism. Recreating culture means being bold enough to face what was, and intentional enough to shape what it has to be.

Here’s how to begin:

1. Name What Was Broken—Without Blame:
Culture repair doesn’t start with finger-pointing; it starts with truth-telling. Leaders need to name the specific patterns that contributed to dysfunction. Was there fear of speaking up? A culture of cliques? Disrespect ignored in the name of performance?

Owning the past allows others to exhale and believe that change is possible, and I promise…the person or people that were the problem will never pick up on their role if you require them to read between the lines. Name the change you need to see!

2. Define the Culture You Want to Build:
Be clear—and loud—about what replaces the old norms. If gossip was a bonding tool, declare your commitment to trust and direct communication. If blame ruled the day, emphasize learning, accountability, and psychological safety. We can’t expect for people to meet our expectations if they aren’t clear, and this doesn’t mean handing them a handbook with a code of conduct.

Your team can’t live values they haven’t seen clearly defined, and they can’t know what those are if it hasn’t been defined at the beginning of their employment.

3. Model It Relentlessly:
Culture change isn’t a memo—it’s a mirror. People will believe the culture has changed only when they see new behaviours modelled by leadership consistently, even (and especially) when it’s hard or inconvenient. That also means holding up a mirror to others and reminding them of what it is you are all creating.

Don’t just talk about values—embody them in conflict, in feedback, in decision-making, and in recognition. Be part of the culture you want to see, not just the enforcer of it.

4. Set Boundaries Like You Mean It:
Toxicity thrives where boundaries are blurred. Whether it's letting disrespect slide or failing to address underperformance, leaders must show that values aren't suggestions—they’re the framework.

The goal isn’t punishment. It’s consistency. Culture gets real when consequences do too. Boundaries and structure prevents dysfunction!

5. Rebuild Trust Through Action, Not Promises:
Trust is the currency of culture—and if it's been damaged, only consistent, values-aligned action over time will restore it. Invite feedback, follow through, and be open about what’s working and what still needs repair. Do not ask for opinions that you are not interested in hearing. Do not be open to feedback that you are unable to implement.

Transparency is healing. Humility is magnetic. Authenticity is what builds connection.

Final Thought:
You can’t erase a toxic past, but you can write a new culture that’s stronger because of what you’ve learned. Recreating a culture is not just on the leadership, it’s on ensuring that you have the right people around you that will support the vision. Just remember though, it may be messy, it requires courage, and constant communication and constructive correction. It may be easy to slip in to old habits, so don’t get caught ignoring today, what will become a problem in the (very near) future!

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