Taking over a new team is never easy, especially when the culture is in shambles. Whether it’s due to previous leadership, internal conflicts, or external pressures, repairing a broken culture requires intention, patience, and perseverance. Over the years, I’ve experienced firsthand what it’s like to walk into a team where trust is low, morale is shattered, and productivity is suffering. Through trial, error, and intentional leadership, I’ve learned a few key principles about rebuilding culture from the ground up.
Here are the most important lessons I’ve learned in the process.
Communicate to Create Clarity
One of the biggest contributors to a broken culture is a lack of clarity. Decisions may be made, changes may be implemented, but when communication is unclear, that’s when the real damage happens. It’s not the decisions themselves that destroy culture—it’s the lack of transparency and understanding around those decisions.
People don’t expect to love every choice leadership makes. That’s not realistic. What they do expect is clarity about why certain decisions are being made and how those decisions impact them. Without clear communication, uncertainty takes root, and that’s when mistrust and negativity spread.
As a leader, it’s crucial to communicate early and often. Share the “why” behind your decisions. Be honest about challenges and transparent about where the team stands. Even if the news isn’t good, people would rather know the truth than be left in the dark. This simple practice of communicating clearly fosters trust and reduces the likelihood of misunderstandings or resentment.
Invite People to the Dialogue, Not a Diatribe
No one wants to feel like they’re on the receiving end of a one-sided conversation. People crave the opportunity to be heard and to engage in meaningful dialogue. When rebuilding a broken culture, it’s essential to create space for people to voice their thoughts, concerns, and ideas—and to genuinely listen.
Too often, leaders fall into the trap of lecturing their teams, pushing information downward without allowing for real feedback. This creates a disconnect and only reinforces the divide between leadership and the team. Instead, engage your people in the conversation. Invite them to share their perspective and actively listen to their feedback. Make them feel valued, not just as employees but as contributors to the collective success of the team.
Rebuilding culture isn’t about telling people what to do—it’s about building an environment where people feel empowered to participate in shaping the future. When people are included in the dialogue, they’re far more likely to buy into the changes and rally behind the vision.
Lead with Heart, Not Just Strategy
Leadership isn’t just about hitting targets or driving performance. It’s about leading with empathy, compassion, and authenticity. When you take over a team with a broken culture, the people in that team are likely feeling disillusioned, discouraged, or even burned out. The last thing they need is a leader who’s disconnected from their reality.
Leading with heart means showing your team that you genuinely care about them—not just as employees but as individuals. Take the time to get to know your people. Understand their strengths, their challenges, and their motivations. Show empathy when they’re struggling and celebrate their wins, no matter how small.
When you lead with heart, you build deeper connections with your team, which is essential for rebuilding trust. People need to know that you’re in their corner and that you’re committed to their success, not just the success of the organization.
Keep Your Word — Do What You Say You Will Do
Trust is the foundation of a strong culture, and trust is built when people know they can rely on you to do what you say you’re going to do. Nothing erodes trust faster than overpromising and underdelivering. If you set expectations that you can’t meet, your credibility as a leader will take a hit.
One of the most important lessons I’ve learned is to underpromise and overdeliver. Be realistic about what you can accomplish, and don’t make commitments you can’t keep. When you make a promise—whether it’s about a decision, a timeline, or a goal—follow through on it.
Being a person of your word doesn’t mean you have to be perfect, but it does mean you have to be accountable. If circumstances change and you can’t deliver on a promise, be upfront about it. Explain the situation, take responsibility, and make it right. People will respect you far more for your honesty and accountability than for trying to sweep broken promises under the rug.
Make Trust the Cornerstone of Your Culture
Rebuilding a broken culture is ultimately about rebuilding trust. When a culture has deteriorated, it’s usually because trust has been eroded—whether that’s trust in leadership, trust between colleagues, or trust in the organization as a whole.
Trust is earned over time through consistent actions. As a leader, it’s your job to be intentional about building trust with your team. Be transparent in your communication, follow through on your commitments, and show that you have your team’s best interests at heart. Trust isn’t built through grand gestures; it’s built through small, everyday actions that demonstrate your integrity and reliability.
Encourage your team to build trust with one another as well. Foster an environment where collaboration, honesty, and mutual respect are the norm. When people trust each other, they’re more likely to work together effectively and support one another, which is essential for creating a positive culture.
Get in the Trenches—Be One of the Team
Finally, culture isn’t built from the top down. It’s not something that leadership can impose on a team from a distance. To truly rebuild a broken culture, you need to get in the trenches with your team. You need to be part of the team, not above it.
When you take the time to work alongside your people, you show them that you’re invested in their success. You’re not just a leader barking orders—you’re part of the effort to achieve the team’s goals. This “in the trenches” approach helps break down the barriers between “us” and “them” and fosters a sense of camaraderie and shared purpose.
Be present. Show up for your team, not just in meetings but in the day-to-day work. When people see that you’re willing to roll up your sleeves and work alongside them, they’ll be more likely to follow your lead and invest in the culture you’re trying to build.
Conclusion
Rebuilding a broken culture is no easy task, but it’s one of the most important responsibilities a leader can undertake. By focusing on clear communication, creating space for dialogue, leading with heart, being a person of your word, building trust, and getting in the trenches with your team, you can transform a struggling culture into one where people feel valued, engaged, and committed to the collective success of the team. It’s a journey, but with the right mindset and actions, it’s a journey worth taking.
If you are working to rebuild your culture or want to learn more about anything shared in this post, I’d love to talk with you. Reach out in the comments, by email, or via social media.
