{"id":210565,"date":"2024-09-11T21:20:29","date_gmt":"2024-09-12T04:20:29","guid":{"rendered":"https:\/\/jonplotner.com\/v1\/?p=210565"},"modified":"2024-09-11T21:20:32","modified_gmt":"2024-09-12T04:20:32","slug":"transforming-teams-essential-culture-rebuilding-strategies","status":"publish","type":"post","link":"https:\/\/jonplotner.com\/v1\/transforming-teams-essential-culture-rebuilding-strategies\/","title":{"rendered":"Transforming Teams: Essential Culture Rebuilding Strategies"},"content":{"rendered":"\n
\u00a0<\/div><\/div>\n\n\n\n

Taking over a new team is never easy, especially when the culture is in shambles. Whether it\u2019s due to previous leadership, internal conflicts, or external pressures, repairing a broken culture requires intention, patience, and perseverance. Over the years, I\u2019ve experienced firsthand what it\u2019s like to walk into a team where trust is low, morale is shattered, and productivity is suffering. Through trial, error, and intentional leadership, I\u2019ve learned a few key principles about rebuilding culture from the ground up.<\/p>\n\n\n\n

Here are the most important lessons I\u2019ve learned in the process.<\/p>\n\n\n\n

Communicate to Create Clarity<\/h2>\n\n\n\n

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\u2019s when the real damage happens. It\u2019s not the decisions themselves that destroy culture\u2014it\u2019s the lack of transparency and understanding around those decisions.<\/p>\n\n\n\n

People don\u2019t expect to love every choice leadership makes. That\u2019s 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\u2019s when mistrust and negativity spread.<\/p>\n\n\n\n

As a leader, it\u2019s crucial to communicate early and often. Share the \u201cwhy\u201d behind your decisions. Be honest about challenges and transparent about where the team stands. Even if the news isn\u2019t 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.<\/p>\n\n\n\n

Invite People to the Dialogue, Not a Diatribe<\/h2>\n\n\n\n

No one wants to feel like they\u2019re 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\u2019s essential to create space for people to voice their thoughts, concerns, and ideas\u2014and to genuinely listen.<\/p>\n\n\n\n

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.<\/p>\n\n\n\n

Rebuilding culture isn\u2019t about telling people what to do\u2014it\u2019s about building an environment where people feel empowered to participate in shaping the future. When people are included in the dialogue, they\u2019re far more likely to buy into the changes and rally behind the vision.<\/p>\n\n\n\n

Lead with Heart, Not Just Strategy<\/h2>\n\n\n\n

Leadership isn\u2019t just about hitting targets or driving performance. It\u2019s 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\u2019s disconnected from their reality.<\/p>\n\n\n\n

Leading with heart means showing your team that you genuinely care about them\u2014not 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\u2019re struggling and celebrate their wins, no matter how small.<\/p>\n\n\n\n

When you lead with heart, you build deeper connections with your team, which is essential for rebuilding trust. People need to know that you\u2019re in their corner and that you\u2019re committed to their success, not just the success of the organization.<\/p>\n\n\n\n

Keep Your Word \u2014 Do What You Say You Will Do<\/h2>\n\n\n\n

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\u2019re going to do. Nothing erodes trust faster than overpromising and underdelivering. If you set expectations that you can\u2019t meet, your credibility as a leader will take a hit.<\/p>\n\n\n\n

One of the most important lessons I\u2019ve learned is to underpromise and overdeliver. Be realistic about what you can accomplish, and don\u2019t make commitments you can\u2019t keep. When you make a promise\u2014whether it\u2019s about a decision, a timeline, or a goal\u2014follow through on it.<\/p>\n\n\n\n

Being a person of your word doesn\u2019t mean you have to be perfect, but it does mean you have to be accountable. If circumstances change and you can\u2019t 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.<\/p>\n\n\n\n

Make Trust the Cornerstone of Your Culture<\/h2>\n\n\n\n

Rebuilding a broken culture is ultimately about rebuilding trust. When a culture has deteriorated, it\u2019s usually because trust has been eroded\u2014whether that\u2019s trust in leadership, trust between colleagues, or trust in the organization as a whole.<\/p>\n\n\n\n

Trust is earned over time through consistent actions. As a leader, it\u2019s 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\u2019s best interests at heart. Trust isn\u2019t built through grand gestures; it\u2019s built through small, everyday actions that demonstrate your integrity and reliability.<\/p>\n\n\n\n

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\u2019re more likely to work together effectively and support one another, which is essential for creating a positive culture.<\/p>\n\n\n\n

Get in the Trenches\u2014Be One of the Team<\/h2>\n\n\n\n

Finally, culture isn\u2019t built from the top down. It\u2019s 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.<\/p>\n\n\n\n

When you take the time to work alongside your people, you show them that you\u2019re invested in their success. You\u2019re not just a leader barking orders\u2014you\u2019re part of the effort to achieve the team\u2019s goals. This \u201cin the trenches\u201d approach helps break down the barriers between \u201cus\u201d and \u201cthem\u201d and fosters a sense of camaraderie and shared purpose.<\/p>\n\n\n\n

Be present. Show up for your team, not just in meetings but in the day-to-day work. When people see that you\u2019re willing to roll up your sleeves and work alongside them, they\u2019ll be more likely to follow your lead and invest in the culture you\u2019re trying to build.<\/p>\n\n\n\n

Conclusion<\/h2>\n\n\n\n

Rebuilding a broken culture is no easy task, but it\u2019s 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\u2019s a journey, but with the right mindset and actions, it\u2019s a journey worth taking.<\/p>\n\n\n\n

\n

If you are working to rebuild your culture or want to learn more about anything shared in this post, I\u2019d love to talk with you. Reach out in the comments, by email, or via social media.<\/strong><\/em><\/p>\n

\u00a0<\/p>\n<\/div><\/div>\n\n\n\n

\u00a0<\/div><\/div>\n","protected":false},"excerpt":{"rendered":"

Taking over a new team is never easy, especially when the culture is in shambles. Whether it\u2019s due to previous leadership, internal conflicts, or external pressures, repairing a broken culture requires intention, patience, and perseverance. Over the years, I\u2019ve experienced firsthand what it\u2019s like to walk into a team where trust is low, morale is […]<\/p>\n","protected":false},"author":5,"featured_media":210569,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","_et_pb_use_builder":"","_et_pb_old_content":"","_et_gb_content_width":"","advanced_seo_description":"","jetpack_seo_html_title":"","jetpack_seo_noindex":false,"_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":false,"jetpack_social_options":{"image_generator_settings":{"template":"highway","enabled":false},"version":2},"jetpack_post_was_ever_published":false},"categories":[31],"tags":[],"class_list":["post-210565","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-main"],"jetpack_publicize_connections":[],"jetpack_featured_media_url":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/09\/go-a-little-less-formal.png?fit=1024%2C768&ssl=1","jetpack_shortlink":"https:\/\/wp.me\/pzg9k-SMd","jetpack_sharing_enabled":true,"jetpack-related-posts":[{"id":210578,"url":"https:\/\/jonplotner.com\/v1\/how-to-lead-with-calm-in-a-world-full-of-chaos\/","url_meta":{"origin":210565,"position":0},"title":"How to Lead with Calm in a World Full of Chaos","author":"Jon Plotner","date":"September 23, 2024","format":false,"excerpt":"In a world full of noise and uncertainty, effective leaders know the power of staying calm. Leading with a non-anxious presence helps create stability, boosts team confidence, and drives better decision-making. Learn how to cultivate inner calm and lead your team through chaos with clarity and resilience.","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/09\/image-2.png?fit=1024%2C768&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/09\/image-2.png?fit=1024%2C768&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/09\/image-2.png?fit=1024%2C768&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/09\/image-2.png?fit=1024%2C768&ssl=1&resize=700%2C400 2x"},"classes":[]},{"id":211534,"url":"https:\/\/jonplotner.com\/v1\/how-to-pick-the-right-people-for-your-culture-carrier-team\/","url_meta":{"origin":210565,"position":1},"title":"How to Pick the Right People for Your Culture Carrier Team","author":"Jon Plotner","date":"April 8, 2025","format":false,"excerpt":"To build a strong Culture Carrier Team, leaders must select individuals who embody the desired culture, focusing on those with high influence and integrity, regardless of their titles. Diversity in backgrounds is essential, as is fostering a proactive environment. Engage potential carriers in meaningful conversations about culture to ensure genuine\u2026","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2025\/04\/create-a-featured-image-depicting-a-diverse-group-of-professionals-1.png?fit=1024%2C768&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2025\/04\/create-a-featured-image-depicting-a-diverse-group-of-professionals-1.png?fit=1024%2C768&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2025\/04\/create-a-featured-image-depicting-a-diverse-group-of-professionals-1.png?fit=1024%2C768&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2025\/04\/create-a-featured-image-depicting-a-diverse-group-of-professionals-1.png?fit=1024%2C768&ssl=1&resize=700%2C400 2x"},"classes":[]},{"id":29315,"url":"https:\/\/jonplotner.com\/v1\/your-biggest-contribution-as-a-leader\/","url_meta":{"origin":210565,"position":2},"title":"How To Guarantee Happy Teams And Create An Amazing Culture","author":"Jon Plotner","date":"July 15, 2021","format":false,"excerpt":"If you haven\u2019t already figured it out, leaders wear lot of hats. Sometimes it\u2019s difficult to determine which hat we should be wearing and which is the most important in the moment. Due to several team transitions, I\u2019ve spent a lot of time recently wearing the \u201chiring hat.\u201d For me,\u2026","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"people putting their hands together","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2021\/07\/pexels-photo-7550284.jpeg?fit=1200%2C800&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2021\/07\/pexels-photo-7550284.jpeg?fit=1200%2C800&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2021\/07\/pexels-photo-7550284.jpeg?fit=1200%2C800&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2021\/07\/pexels-photo-7550284.jpeg?fit=1200%2C800&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2021\/07\/pexels-photo-7550284.jpeg?fit=1200%2C800&ssl=1&resize=1050%2C600 3x"},"classes":[]},{"id":212598,"url":"https:\/\/jonplotner.com\/v1\/two-types-of-leaders-which-one-are-you-2\/","url_meta":{"origin":210565,"position":3},"title":"Two Types of Leaders: Which One Are You?","author":"Jon Plotner","date":"April 16, 2026","format":false,"excerpt":"","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"green plants on soil","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2026\/04\/ruqhpukrn7c.webp?fit=1200%2C800&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2026\/04\/ruqhpukrn7c.webp?fit=1200%2C800&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2026\/04\/ruqhpukrn7c.webp?fit=1200%2C800&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2026\/04\/ruqhpukrn7c.webp?fit=1200%2C800&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2026\/04\/ruqhpukrn7c.webp?fit=1200%2C800&ssl=1&resize=1050%2C600 3x"},"classes":[]},{"id":210418,"url":"https:\/\/jonplotner.com\/v1\/unpacking-accountability-vs-ownership-fostering-an-ownership-culture-in-your-workplace\/","url_meta":{"origin":210565,"position":4},"title":"Unpacking Accountability vs. Ownership: Fostering an Ownership Culture in Your Workplace","author":"Jon Plotner","date":"April 6, 2024","format":false,"excerpt":"Taking insights from leaders like Scott Cochrane, it's clear that real ownership in a business goes beyond accountability. Owners foster culture, spend wisely, and act unified as \"us\" not \"them.\" They're proactive, driving results without waiting for direction. To cultivate ownership, leaders must grant authority, allowing teams to make decisions\u2026","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"happy couple holding and showing a house key","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/04\/pexels-photo-8293700.jpeg?fit=1200%2C800&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/04\/pexels-photo-8293700.jpeg?fit=1200%2C800&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/04\/pexels-photo-8293700.jpeg?fit=1200%2C800&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/04\/pexels-photo-8293700.jpeg?fit=1200%2C800&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/04\/pexels-photo-8293700.jpeg?fit=1200%2C800&ssl=1&resize=1050%2C600 3x"},"classes":[]},{"id":210391,"url":"https:\/\/jonplotner.com\/v1\/the-ripple-effect-of-contagious-positivity-in-teams\/","url_meta":{"origin":210565,"position":5},"title":"The Ripple Effect of Contagious Positivity in Teams","author":"Jon Plotner","date":"March 24, 2024","format":false,"excerpt":"Some people possess a remarkable ability to emanate contagious positivity, uplifting their environment even amidst adversity. These 'positive energizers' enhance team dynamics with virtues like kindness and gratitude. Conversely, 'de-energizers' drain energy and morale. Successful leaders cultivate positivity, recognizing its pervasive benefits across professional and personal spheres, improving well-being, relationships,\u2026","rel":"","context":"In "Main"","block_context":{"text":"Main","link":"https:\/\/jonplotner.com\/v1\/category\/main\/"},"img":{"alt_text":"silhouette of people during golden hour","src":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/03\/pexels-photo-207896.jpeg?fit=1200%2C637&ssl=1&resize=350%2C200","width":350,"height":200,"srcset":"https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/03\/pexels-photo-207896.jpeg?fit=1200%2C637&ssl=1&resize=350%2C200 1x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/03\/pexels-photo-207896.jpeg?fit=1200%2C637&ssl=1&resize=525%2C300 1.5x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/03\/pexels-photo-207896.jpeg?fit=1200%2C637&ssl=1&resize=700%2C400 2x, https:\/\/i0.wp.com\/jonplotner.com\/v1\/wp-content\/uploads\/2024\/03\/pexels-photo-207896.jpeg?fit=1200%2C637&ssl=1&resize=1050%2C600 3x"},"classes":[]}],"jetpack_likes_enabled":true,"_links":{"self":[{"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/posts\/210565","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/users\/5"}],"replies":[{"embeddable":true,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/comments?post=210565"}],"version-history":[{"count":2,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/posts\/210565\/revisions"}],"predecessor-version":[{"id":210571,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/posts\/210565\/revisions\/210571"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/media\/210569"}],"wp:attachment":[{"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/media?parent=210565"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/categories?post=210565"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/jonplotner.com\/v1\/wp-json\/wp\/v2\/tags?post=210565"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}