10 culture busters that sabotage your team

Jenni Catron Aug. 6, 2025

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Even the best teams aren't immune to culture breakdowns.

You've got your mission, vision, and values clearly defined. You've spent time on team development. You might even have a formalized culture playbook. But something still feels off.

That's the sneaky thing about culture busters: they often fly under the radar. They're rarely loud or obvious—but they are consistent. And if left unaddressed, they'll quietly erode trust, alignment, and effectiveness on your team.

As leaders, we often spend energy building a strong culture, but we miss the critical habit of identifying what's actively working against it.

Here are 10 of the most common Culture Busters I see in organizations—and how you can start addressing them today. Plus resources to help your team effectively talk through each one.

#1 A team member who routinely violates a value.

It doesn't take long for one person to make the whole team feel off-balance. When a team member consistently violates your organization's stated values—and no one addresses it—it signals to the rest of the team that your values are optional.

Real-world example: One leader told me their team values "honor in communication." But one high-performing employee consistently used sarcasm and cynicism to mask criticism—and no one confronted it. Over time, trust eroded and collaboration declined.

Leadership insight: Accountability to values starts with leadership. Addressing value violations isn't punitive—it's protective. It helps reinforce a culture where the whole team can thrive.

#2 Not executing on your culture plan.

You've created a culture strategy—maybe even held a full-day workshop to define your values. But then? It sits on the digital shelf.

A plan that's not activated becomes a symbol of inauthenticity.

Why it matters: Your team can tell the difference between aspirational culture and actual culture. If what's celebrated, rewarded, or tolerated doesn't reflect your values, you'll lose credibility—and engagement.

Leadership insight: Embed your culture into daily rhythms. Use values in feedback conversations. Reference them in hiring decisions. Review your culture strategy quarterly, just like you would your budget.

#3 Unresolved conflict between team members.

Conflict isn't the enemy. But unprocessed conflict is.

It creates emotional undercurrents that drain energy and focus. People spend more time navigating tension than solving problems.

Leadership miss: Many leaders avoid addressing conflict because they fear making it worse. But silence creates space for assumption—and assumptions rarely lean positive.

Leadership insight: Develop a culture of clarity and candor. Equip your team to give and receive feedback. Step into conflict as a coach and facilitator, not a fixer.

#4 Gossip or unproductive negative talk.

When people don't feel empowered to speak up, they'll find other channels. Gossip isn't just annoying—it's a sign your team lacks trust and transparency.

The psychology: Negative talk is a way to process what feels unsafe to say directly. But it chips away at team health and contributes to a toxic undercurrent that's hard to trace but easy to feel.

Leadership insight:Model direct communication. Create safe environments for honest conversations. Praise people who speak truth with grace.

#5 Managers who don't model the values.

Here's a hard truth: what leaders tolerate, teams adopt.

You can't ask your team to practice vulnerability if your managers are emotionally unavailable. You can't claim innovation if leaders shut down new ideas. The behavior of middle managers determines the day-to-day experience of your culture.

Leadership miss: Sometimes leaders assume their title exempts them from accountability to values. But values aren't for the team—they're for everyone.

Leadership insight: Audit your leaders regularly. Are they reinforcing the culture or rewriting it? Equip your managers to lead culture—not just manage tasks.

#6 Not addressing team members who are out of alignment.

Leadership requires courage. And one of the most courageous things you can do is address behavior that doesn't align with your values—even if it's uncomfortable.

What happens:The longer you delay, the more credibility you lose. Team members will start to believe that alignment doesn't actually matter—and culture becomes negotiable.

Leadership insight:Have the hard conversations. Use language like, "This behavior doesn't align with the values we've committed to." Keep it clear, kind, and direct.

#7 Poor communication, especially from leadership.

Culture is built (or broken) in communication.

When leaders are vague, inconsistent, or silent, teams fill in the gaps—and usually with fear, confusion, or assumptions.

Where it shows up:Important decisions made without context. Changes rolled out with no rationale. Shifting priorities without clarity on the "why."

Leadership insight:Communicate early and often. Even if you don't have all the answers, say that. Transparency builds trust far faster than polished statements.

#8 Haphazard change management.

How you navigate change says everything about your leadership.

When change feels chaotic or reactionary, your team will experience anxiety—even if the change is positive.

Common pitfall: Leaders see change as a strategy conversation. Teams experience it as an emotional one. That gap creates resistance.

Leadership insight: Don't just announce change—lead people through it. Explain the "why." Involve them in the "how." Create space for questions and reactions.

#9 Inconsistency in following defined systems.

Consistency builds trust. Inconsistency creates confusion—and over time, disengagement.

Where it hurts:One team uses the hiring rubric. Another skips it. One department holds weekly check-ins. Another hasn't met in a month. Your systems should reflect your culture—but only if they're consistently applied.

Leadership insight: Create clear culture systems and stick to them. Regularly audit your rhythms: meetings, feedback, reviews, decision-making. Are they reinforcing your values?

#10 Managers or leaders who violate systems.

There's nothing more demoralizing than a leader who creates a system—and then breaks it.

Cultural fallout:When leaders bypass hiring processes, override decisions, or ignore accountability, it tells the team: rules are flexible for some, but not for all.

Leadership insight: Model what you expect. Systems only work when they're applied equally—and leaders go first.

Want to Build a Healthy Culture? Start by Busting the Busters

Your team culture isn't built in big moments. It's built in the micro-decisions you make every day.

And as a leader, your habits set the tone. When you identify and address the culture busters lurking beneath the surface, you create space for your values to actually come to life—not just live on the wall.

If you're wondering where to begin, start with a culture audit:

• What's one value we're not living out consistently?

• What's one habit that undermines trust or alignment?

• What's one system that needs clarity or consistency?

Leadership foresight means spotting issues before they become emergencies. The most effective leaders aren't just building a great culture—they're protecting it.

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Jenni Catron is a writer, speaker, and leadership coach who consults churches and non-profits to help them lead from their extraordinary best. As Founder and CEO of The 4Sight Group, she consults with individuals and teams on leadership and organizational health. Learn More »

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