Toxic behavior corrodes trust, stifles innovation, and breaks down the very foundation of a successful workplace. It shows up in unchecked behaviors, in cultures that value outcomes over people, and in power dynamics that silence or exclude. Addressing it is a huge leadership challenge, and we’d argue that we have a moral obligation to create an environment where everyone can contribute and succeed without harm. Here are five strategies to tackle toxic behavior head-on, with examples of how it can manifest and how we can all work toward change.
1. Set the standard for behavior
Toxicity flourishes in ambiguity. Without clear standards, people make up their own rules—or worse, follow someone else’s toxic lead. Defining what respect, collaboration, and integrity look like in your organization is the first step toward dismantling harmful behaviors. Think about the manager who constantly interrupts during meetings, unintentionally silencing new ideas. A clear standard—like ensuring every voice is heard before moving forward—sets a baseline for respect and empowers people to hold each other accountable. Clarity is culture. When people know what’s expected, they’re more likely to rise to the occasion. Whether it’s a manager or not, consider calling someone in when they dominate the meeting by not letting others speak or finish.
2. Acknowledge power and privilege
Toxic cultures are often built on unspoken power dynamics and unchecked privilege. Recognizing how these forces shape behavior is key to dismantling toxicity. For example, consider the high-performing team member whose results excuse their demeaning tone toward colleagues. Allowing this sends a message that power is more important than respect. Leaders need to name these dynamics and model a different approach, whether that means calling out harmful behavior, redistributing opportunities, or creating spaces where everyone is heard. Toxicity feeds on silence. Awareness—and action—are the antidotes.
3. Equip people to navigate conflict
Conflict isn’t the enemy. It’s how we handle conflict that determines whether it builds trust or destroys it. Toxic cultures avoid or mishandle disagreements, letting resentment simmer and trust erode. Envision a team where emails are read as attacks or passive-aggressive comments become the norm. Teaching employees to engage constructively—whether by clarifying intent, expressing impact, or seeking solutions—creates a culture where differences spark innovation instead of division. Leaders should lead by example, addressing conflict with curiosity instead of judgment.
4. Model accountability at every level
Toxicity has no greater enabler than leadership that refuses to hold itself accountable. When leaders excuse harmful behavior—whether their own or someone else’s—they undermine the trust and integrity of the entire organization. Take the leader who takes credit for their team’s successes but deflects responsibility for failures. That double standard erodes morale faster than any policy can repair. Accountability starts with leaders showing that the rules apply to everyone, including themselves. Whether it’s through regular feedback, upward reviews, or simply owning their mistakes, leaders set the tone for the culture they want to build.
5. Build psychological safety
Toxic cultures silence people, while healthy ones amplify them. Psychological safety—the ability to speak up without fear of retaliation or judgment—is the foundation of a workplace where people can be their full selves. Imagine an employee hesitant to share that their workload is unmanageable, fearing they’ll be seen as incapable. That silence comes at a cost—both for the employee and the organization. Leaders can create safety by encouraging vulnerability, responding with empathy, and following through on concerns. When employees see that their voices lead to action, trust grows.
Final Thoughts
Toxic behavior harms individuals, breaks down teams, and derails progress.
When we set clear standards, acknowledge power dynamics, embrace constructive conflict, model accountability, and prioritize psychological safety, we create workplaces where people can do their best work. Toxicity doesn’t have to be a permanent part of any organization. With intention and action, we can create environments where everyone feels seen, heard, and valued.