Culture by Design: 3 Leadership Moves That Turn Toxic Teams into Thriving Ones

"You don’t get the culture you want. You get the culture you allow."

Whether you’re leading a school district, a growing team, or an entire company, your culture speaks—loudly. It shapes how your people show up, how they communicate, and whether your mission truly moves forward or silently drifts off course.

At the GLASS School Safety Conference, I spoke with educational leaders about this very challenge. What stood out wasn’t just the need for safer environments—it was the resounding acknowledgment that culture is often the hidden culprit behind disengagement, misalignment, and dysfunction.

This post isn’t just for educators. It’s for any leader facing a team that’s stuck, burned out, or struggling to connect with purpose.

What Culture Really Costs You

We see the patterns across industries:

• Passive resistance and quiet quitting
• Blame cycles and micromanagement
• Communication breakdowns and low morale

You can’t fix what you won’t name. And too many leaders assume culture is "just the way it is."

But behind every disengaged team is a culture that hasn’t been clearly defined, actively designed, or consistently led.

“If I’m honest, I’ve been considering leaving because of the culture. I really hope this helps.”
— Anonymous educator, culture transformation participant

That kind of emotional honesty is common—it’s just usually unspoken. And unspoken problems? They don’t solve themselves.

Lead Culture by Design, Not Default

I recently led a 4-day transformation initiative for a school building facing deep cultural fractures. While the details are confidential, the results speak volumes:

• Staff moved from avoidance to action
• Conversations shifted from complaint to collaboration
• Hope was restored, not through a program, but through intentional leadership

“We’ve talked about touchy subjects. I didn’t know how to bring this up before. I’m hoping this gives us a jumping off point to start healing.”
— Anonymous participant

They began to see solutions instead of staying stuck. And that shift changes everything.

The Anchors of a Thriving Culture

Culture isn’t about charisma or coffee stations. It’s about three things:

• Emotional Safety: Can people speak honestly without fear?
• Consistent Structure: Are expectations clear and upheld?
• Belonging: Do your values show up in the way people experience your organization?

As I shared at GLASS, culture work isn’t about perks. It’s about doing the deep work:

• Naming what’s not working
• Creating environments for honest dialogue
• Establishing rhythms of celebration, feedback, and shared purpose

Whether you're in a school board meeting or a boardroom, these principles apply.

Start Healing Your Culture: 3 Moves You Can Make This Month

1. Diagnose the Real Gaps
   Culture issues are often clarity issues. Use our Culture Audit Tool to see where your team is aligned—and where they’re adrift.
   Access it free inside The Reflective Leader Toolkit
2. Host a Listening Session
   Not a meeting. A true listening session. One where your job is to understand, not fix. Ask:
   "What’s one thing that would make you feel safer, more heard, or more connected at work?"
3. Partner for Culture Growth
   Culture work isn’t one-size-fits-all. If your team is stuck, a facilitated process can accelerate healing and build long-term momentum.
   📞 Book a Strategy Call with Kristi

Final Thought: You Don’t Have to Stay Stuck

Culture doesn't need to take years to shift. It starts with a decision—your decision—to lead it with intention.

Because when culture is designed with clarity and led with courage, everything changes: trust deepens, results accelerate, and people show up with pride.

Let’s create that culture—together.

Want consistent support around culture work? Join The Leadership Hub and access our monthly culture coaching call.

Not ready to commit? Download the Culture Audit Tool inside The Reflective Leader.