Cultural Insanity: Why Your Culture Strategy Might Be Doing More Harm Than Good
Is your organisation showing signs of cultural dysfunction?
It might start with the blame game—but it doesn’t end there. Frustration, tension, gossip, conflict, missed deadlines, and even toxic commentary are all red flags. These aren’t just random issues—they’re signals of a deeper cultural problem.
Culture is the driving force in every organisation. More influential than leadership, systems, or training programs, culture shapes how people think, behave, and perform. Yet, many organisations continue to make the same fundamental mistakes when trying to improve it.
Welcome to our Tip – Cultural Insanity—and Better Options
Let’s look at three common (and surprisingly destructive) culture mistakes—and what to do instead.
1. Talking About “Culture”
It sounds ironic, but one of the worst things you can do is talk about culture. Why?
Because when people hear “culture,” they often assume you’re telling them their current culture is broken—and immediately get defensive. They brace for another top-down “culture change” initiative. Resistance kicks in.
Instead, shift the conversation. Talk about your organisation’s purpose, vision, or strategy. Invite your team to explore what attitudes and behaviours are needed to get there. As that conversation evolves, you’ll naturally start addressing culture—without ever using the word.
2. Imposing a Culture
You can’t force culture. Yet many leaders try to dictate the “right” culture from the top down.
Even your most cynical employee wants to be part of a great workplace culture—but not if it’s being imposed on them. Culture needs to be co-created, not mandated.
Invite people into the process. Ask: What behaviours and attitudes will help us reach our shared goals? Let them help define the culture that will bring your strategy to life. After all, they are the culture.
3. Overcomplicating Culture
Surveys. Dashboards. Culture metrics. It’s easy to fall into the trap of turning culture into a spreadsheet.
But culture is human. You don’t need a data report to know what’s going on—you need a conversation.
Talk to your people. Listen. Are they blaming others, making excuses, or avoiding responsibility? Or are they honest about challenges and aligned on shared values? Either way, you’ll get an authentic sense of where your culture stands—and what to do next.
The Bottom Line
If you’re worried about your organisational culture, don’t launch another “culture change” program. Start with your strategy and explore the attitudes and behaviours needed to make it happen.
From there, the right culture will emerge—organically, authentically, and powerfully.
Want to dive deeper?
Download our the first chapter of our ebook “Cultural Insanity” —or contact us to chat. We love talking about this stuff.
Want to know more about our Culture Programs – Contact us today:
📞 0412 490 250
team@teamfocusplus.com
