How to Prevent a Toxic Culture

Have you ever noticed certain team members creating friction within your group? Maybe it's subtle—people holding back in meetings or performance starting to dip. As a leader, it's vital to recognise when a toxic culture may be brewing and take proactive steps to stop it in its tracks.

In this edition of Leadership Matters, we’re diving into psychological safety—what it is, what it isn’t, and how we as leaders can ensure a balanced environment where all team members feel safe and motivated.

The truth is, fostering psychological safety is more than just encouraging openness; it's about setting boundaries and making tough calls when actions don’t align with the team’s values.

Let's explore how you can prevent a toxic work environment and create a culture that thrives on trust and respect.

What is Psychological Safety? And What It Isn't!

Psychological safety means creating an environment where team members feel safe to speak up, share ideas, and take risks without fear of negative consequences. When done right, it leads to creativity, stronger teamwork, and innovation.

But here's what it isn't—psychological safety doesn't mean there are no boundaries. It doesn't mean people can behave however they want without accountability.

As a leader, you need to strike the right balance.

Encourage openness, but be clear about what's acceptable and what is not. When team members feel psychologically safe, they are more engaged and motivated. But if toxic habits go unchecked, you risk creating a culture of fear and disengagement.

The Impact of a Toxic Culture

If toxic behaviours aren't addressed, the ripple effects can be damaging:

• Loss of Trust: Team members stop feeling safe to voice concerns, leading to poor communication.
• Losing Top Talent: Your best people may leave, feeling unappreciated or overwhelmed by negative attitudes.
• Performance Dips: Motivation and morale decline, causing productivity to take a hit.
• Hard Decisions: Sometimes, you'll need to address the root cause and make difficult choices about team members who don't align with your culture or your team values and purpose.

How to Prevent Toxicity and Foster Psychological Safety

To maintain a healthy work culture, prevention is key. Here are some steps to take:

1. Set Clear Expectations: As a leader, it's important to establish clear values and acceptable behaviours from the outset. When there’s a mismatch between someone’s conduct and the team’s values, address it head-on. The longer toxic habits linger, the harder it becomes to change.
2. Foster Open Dialogue: Regularly encourage team members to share their thoughts, ideas, and concerns. Make it clear that their input is valued and there won't be negative repercussions for speaking up.
3. Hold People Accountable: Psychological safety doesn't mean a "free pass" for negative behaviour. When values and behaviours aren't being met, address the issue directly. If someone is causing harm or disruption, sometimes the hard decision of asking them to leave may be the only solution.
4. Lead by Example: Leaders set the tone for the culture. Model the behaviour you want to see—be approachable, open to feedback, and consistent in upholding the team's values.
5. Monitor Team Dynamics: Pay attention to shifts in mood or behaviour. Are team members withdrawing? Is there a lack of collaboration? These could be signs of a brewing issue that needs addressing before it escalates.

What to Do When Values and Behaviours Don't Align

Sometimes, despite your best efforts, certain team members might not align with the organisation's values. Here's what to do when that happens:

• Have Direct Conversations: Address the issues early on with specific examples of how it's impacting the team. Be clear about the expectations and consequences.
• Offer Support: Sometimes, people can turn things around with the right guidance. As a leader, you can act as an intermediary by offering a safe space for two or more individuals to openly discuss their grievances. Facilitate the conversation to ensure everyone feels heard and guide them towards a mutual resolution. Creating this open forum can prevent further conflict and encourage team cohesion.
• Make Tough Decisions: If there's no change, it may be time to part ways. As difficult as it is, protecting your team's integrity and organisational culture is a priority.

Take Action to Safeguard Your Team

Psychological safety is the foundation of a high-performing team. By taking proactive steps to prevent toxic behaviours and creating a supportive environment, you can ensure your team feels safe, motivated, and ready to succeed.

Want to learn more about fostering a healthy team culture? Join us for our upcoming interactive session on creating a thriving, psychologically safe workplace.

https://co-creation.group/event/developing-leadership-that-drives-team-performance/

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