Who’s Responsible for Dysfunctional Culture?

In a recent session with an EOS® company, a culture expert said something that hit the team like a freight train:

“The leader of the company is responsible for dysfunction in the culture, either by causing it or allowing it.”

Let that settle in for a moment.

That statement triggered a deeply honest and necessary conversation within the leadership team. And it inspired this article. For every Visionary who wants to build a better business and a better place to work.

Culture Isn't Just a “People Problem”. It's a Leadership Reflection

When we see signs of dysfunction such as miscommunication, low morale, silos, gossip, lack of accountability, it’s easy to blame “the team.”

But in most cases, dysfunction doesn’t start at the bottom. It starts at the top.

As the Visionary, your behavior, values, tone, and even your blind spots set the tone for what’s allowed. That means you're either actively shaping your culture...or passively letting dysfunction take root.

Either way, you're responsible.

The Workplace as Sanctuary or Source of Stress

Another powerful moment in that culture workshop was this:

“When people have problems at home, they look to work as a sanctuary. But when people have problems at work, they take it home and it affects their life.”

Think about that.

Most people spend more waking hours at work than anywhere else. If the workplace is chaotic, toxic, or unclear, it doesn’t stay contained between 9 and 5. It seeps into family life, health, and relationships.

This isn’t just about improving business outcomes. It’s about doing right by people.

And when you get it right? Culture becomes a force multiplier for everything else: performance, retention, innovation, and growth.

Dysfunction Hurts Everyone

Here’s what unchecked dysfunction can lead to:

• Burnout and turnover

• Poor communication and missed goals

• Distrust between departments or leadership

• Resistance to change

• Loss of purpose and passion

And the most dangerous part? It becomes the norm. People stop talking about it. Essentially, they give up. And suddenly, your culture is working against your vision instead of for it.

What Can a Visionary Do?

1. Own It

First and foremost, admit that if dysfunction exists, you’ve either created it or allowed it. This takes humility. But it also gives you power to change it.

2. Start With Clarity

Culture thrives in clarity. Is your vision clear? Are your values actually lived out? Is your accountability structure strong?

EOS® gives us the tools. But they only work when consistently applied.

3. Model What You Want to Multiply

Your team watches how you handle conflict, communicate expectations, and follow through. If you tolerate drama, it spreads. If you lead with honesty, it sticks.

4. Create Safe Conversations

Sometimes the culture problems are known, but unspoken. Create intentional space for feedback and dialogue. Use team health check-ins. Bring in facilitators if needed. The key is don’t pretend it’s fine if it’s not.

5. Protect the Sanctuary

If you accept that people come to work looking for purpose and stability, it becomes your job to protect that sanctuary. That doesn’t mean being soft. It means being intentional about how your team feels when they walk in each day.

Dysfunction Is Not Destiny

Every company will go through hard seasons. But dysfunction doesn’t have to define you.

As the leader, your job is to spot it early, name it clearly, and own it fully. That’s not blame, it’s leadership.

And when you lead from that place, you build a culture worth belonging to.