Is Your Leadership Culture Toxic? Let's Talk About It.

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Close your eyes for a moment and picture this scenario:

You’re at work, replaying a frustrating meeting in your head. Your phone rings.

“Hi, this is Barb Goldman. You don’t know me, but I’m a leadership advisor, and I’m calling because I heard through the grapevine that your leadership culture may be... toxic.”

Yikes. What’s your gut reaction?

A. Who told you?
B. What have you heard?
C. She’s probably talking about _______.

Did one of those answers pop into your head? Hold onto that thought, because your choice might reveal a little something about your leadership dynamics. Let’s break it down.

If You Answered “A: Who Told You?”

Ah, the hunt for the whistleblower. The knee-jerk need to identify “the source” often hints at a defensive culture. Let’s be real: this could point to a toxic environment where transparency isn’t exactly thriving. Here’s why you might ask this question:

• “I’ll know who to avoid/punish.”
  Translation: Retaliation is lurking under the surface. Leaders who think this way might inadvertently create a culture of fear rather than trust.

• “Just curious; it could’ve been anyone.”
  Translation: You’re dismissing the feedback as vague noise instead of seeing it as an opportunity to address a real problem.

• “I want to know where to focus leadership efforts.”
  Okay, this is better. But is this about actual solutions, or are you just trying to put out the biggest fire without looking at the system as a whole?

If You Answered “B: What Have You Heard?”

Welcome to the rumor mill! If this was your first instinct, it suggests you might already know there’s smoke—and maybe fire. Here’s what this reaction reveals:

• “I want to know if someone else thinks what I think.”
  There’s a sliver of self-awareness here, but it begs the question: If you already know something is off, why haven’t you taken action?

• “The details will help me determine who is involved.”
  It sounds like you’re focused on individuals instead of the broader culture. Remember: toxicity isn’t always about who—it’s about how.

• “Where can I improve communication?”
  Now we’re talking. This shows you’re at least considering solutions, but communication is only one piece of the puzzle.

If You Answered “C: She’s Probably Referring to _______.”

Oof. If someone immediately comes to mind, you’re already aware of the issue—but awareness without action can be just as bad. So why haven’t you addressed it?

• “They produce.”
  You’re letting performance outweigh behavior. Toxic high-performers can cause more long-term damage than they’re worth.

• “They’re too powerful to fix.”
  Is this person untouchable because of their role, relationships, or history? If so, it’s time to rethink your leadership structure.

• “It’s more than one person.”
  Bingo. Toxic cultures are rarely about a single bad apple—it’s usually the whole barrel. If you recognize this, you’re one step closer to systemic change.

Open Your Eyes

This exercise may have hit a nerve—and that’s okay. Identifying a potential toxic culture is uncomfortable but necessary. Whether your instinct was to deflect, investigate, or blame, the important thing is to move forward with curiosity and commitment. Your situation isn’t unique, and the good news? There are solutions.

Transforming a leadership culture takes time, honesty, and yes, sometimes tough conversations. But on the other side of that work lies something incredible: a thriving, empowered workplace where leaders and teams bring out the best in each other.

About the Author

Barb Goldman a high-performance leadership coach and advisor with over 20 years of experience helping executives and high-profile contributors navigate complex career and organizational transitions. If your leadership culture needs a reset—or if you just want to start a conversation about what’s next—I’m here to help.

📧 Reach out at [email protected]
📞 Let’s talk: 941-225-8736

Because the only thing worse than a toxic culture is leaving it unaddressed. Let’s fix it together.