A manager recently told me, "We've tried everything. Team building retreats, communication workshops, leadership coaching. But people still don't trust each other."
I asked her one question: "What happens when someone says no in your organization?"
Long pause. "Well... they don't really."
There's your answer.
Toxic culture isn't what people do… it’s what they can't do
We spend so much time analyzing toxic behaviours: the micromanagement, the blame games, the passive aggression. But toxic culture isn't created by what people do. It's created by what they feel they can't do.
Can't disagree with the boss. Can't admit mistakes. Can't ask for help. Can't set boundaries. Can't show when they're struggling.
Every "can't" becomes a small betrayal of authenticity. And when people can't be authentic, they perform versions of themselves that feel safe. That performance? That's what we call "toxic culture."
The real work isn't team building… it’s trust building
You don't fix culture with activities. You fix it by expanding what's possible.
What if someone could say, "I don't understand the strategy" without being labeled difficult? What if admitting "I'm overwhelmed" led to support instead of judgment? What if disagreeing with a decision was seen as caring about the outcome?
Culture changes when the small moments change
Here's what actually transforms workplaces: A manager who says "I was wrong" in a meeting. Someone asking "How are you really doing?" and meaning it. A team that can laugh about failures instead of hiding them.
These aren't team building exercises. They're invitations to be human.
It's worth it to start with one brave conversation.
Because culture isn't something you install with workshops or inspire with motivational speakers. Culture is what happens when people feel safe enough to stop performing and start contributing their actual selves.
What would change if your people could bring their real thoughts, real concerns, and real enthusiasm to work?
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