Cultural Insanity: Why Your Culture Strategy Might Be Doing More Harm Than Good
Is Your Organisation Showing Signs of Cultural Dysfunction?
You may notice it in subtle ways at first—blame-shifting, gossip, tension, missed deadlines, or disengaged team members. But these symptoms often point to something bigger: a flawed or outdated culture strategy that’s creating more problems than it solves.
In today’s world of Australian business leadership, culture isn’t just a “nice to have”—it’s the engine of performance. Culture shapes how people behave, solve problems, collaborate, and lead. But too many businesses fall into the same traps when trying to fix their culture.
Let’s unpack three of the most common workplace culture mistakes—and what you can do instead to create lasting team culture improvement.
Mistake 1: Talking Too Much About “Culture”
Yes, this sounds ironic—but constantly talking about “culture” can backfire. For many employees, the word triggers defensiveness. It often signals a top-down change is coming, and people instinctively resist.
Instead of naming the culture problem outright, focus your conversations on purpose, goals, and vision. Ask your team:
What kind of behaviour will help us deliver our strategy?
What attitudes will drive performance and connection?
By shifting the lens, you’ll still work on organisational culture—just without triggering resistance. You’re improving culture through conversation, not command.
Mistake 2: Imposing a Culture From the Top Down
Another common error in fixing company culture is trying to prescribe values and behaviours from the executive level. Even if those values are good, a “culture by decree” rarely sticks.
Why? Because people don’t buy into what they didn’t help build.
Instead, invite team members to co-create the culture. Ask:
What behaviours will help us work better together?
What attitudes align with our shared goals?
This participatory approach fosters ownership and authenticity. You’re not enforcing a new culture—you’re revealing one that already exists in your team’s aspirations.
Mistake 3: Overcomplicating the Process
Culture shouldn’t live on a dashboard. While surveys and metrics have their place, real insight comes from human conversation.
Ask yourself:
Are your team members making excuses, blaming others, or dodging responsibility?
Or are they owning challenges, supporting one another, and aligning with purpose?
These day-to-day behaviours speak volumes about culture. You don’t need a spreadsheet to measure them—you need the leadership presence to observe, ask questions, and listen deeply.
The Better Way to Lead Culture Change
If you’re serious about how to improve culture, don’t roll out another blanket initiative. Start with your business strategy. Identify the behaviours needed to deliver on it—and let that guide your conversations and development plans.
A healthier, high-performing culture will grow from there—organically, with the involvement and buy-in of your people.
Ready to Rethink Your Culture Strategy?
At Team Focus Plus, we work with businesses across Australia to support culture strategy, build strong leadership capability, and guide lasting team culture improvement.
Want to dive deeper?
Download our the first chapter of our ebook “Cultural Insanity” —Or contact us for a no-pressure chat. We love helping businesses unlock the power of culture.
Want to know more about our Culture Programs – Contact us today:
📞 Call 1300 551 274
📧 Email: team@teamfocusplus.com
