Culture is humanity’s superpower, but "cultural terrorists act as kryptonite."

Karl Treacher’s vivid description brought some comic amusement into this week’s fascinating panel discussion on culture. But it also highlights the destructive element of a [toxic workplace culture](https://thegrowthfaculty.com/articles/Toxicworkplaceculture/), and how assessing and resetting culture might be the most important task for leaders this year.  

[_**FREE WHITEPAPER (email required): Business Case for a Strong Work Culture**_](https://thegrowthfaculty.ac-page.com/whitepaperROIofWorkplaceCulture?test=true)

Read on for 7 tips to reset your workplace culture in 2024.

Led by Culture Institute CEO and Lead Culture Partner at Heidrick & Struggles [**Karl Treacher**](https://www.linkedin.com/in/treacher/), our panel of experts included [**Carlo Tarquinio**](https://www.linkedin.com/in/carlo-tarquinio-a72a6520/) (Group Brand & Innovation Director, Reece Group), [**Nina Azzopardi**](https://www.linkedin.com/in/nina-azzopardi-1b19074/) (Head of People & Culture, Beyond Blue) and [**Katrina Blair**](https://www.linkedin.com/in/katrina-blair/) (CFO, Tennis Australia).

Moderator was CEO of The Executive Connection (TEC) [**Stephanie Christopher**](https://www.linkedin.com/in/stephaniechristopherceo/).

The panel of experts

**1\. Conduct a Cultural Stocktake** 

Assess your current culture, identify the desired future culture (aligned with your strategy), and create a roadmap to bridge the gap. Involve top leadership in setting the cultural direction.

**2\. Align Leadership**

Ensure leaders at all levels embody and role model the desired culture. Provide training on cultural leadership. Executive alignment is critically important so be willing to make tough decisions to remove leaders who are not aligned. As Karl told the panel, cultural norms have to be top down for sustainable benefit.

**3\. Foster Psychological Safety**

Create a [psychologically safe environment](https://thegrowthfaculty.com/articles/psychologicallysafeworkplaces/) where people feel safe to take risks, ask questions, [make mistakes](https://thegrowthfaculty.com/articles/whatispsychologicalsafety/), and voice concerns without fear of repercussions. However, [keep people accountable](https://thegrowthfaculty.com/articles/accountabilityproductivity/) and address [toxic behaviours](https://thegrowthfaculty.com/articles/Toxicworkplaceculture/) immediately. As Nina explained, if behaviours don’t feel okay (even a little bit) then that’s a warning sign. She admits it is really hard to do a  “this is not okay” conversation, but courageous leaders have longer-term thinking at the heart of their leadership.

**4\. Encourage Learning and Collaboration**

 Promote continuous learning, knowledge sharing, and collaboration across teams and generations. Younger generations want to [learn](https://thegrowthfaculty.com/articles/Learninganddevelopmentstrategy/). Leverage AI responsibly to augment these efforts while maintaining human connections.

**5\. Clarify Purpose, Roles, and Accountability**

 Ensure everyone understands the organisation's [purpose](https://thegrowthfaculty.com/articles/importanceofpurposeinleadership/) and how their roles contribute to achieving it. Younger generations can be more self-actualised (“What is the meaning for me?”), says Karl.  Provide creative space for people to deliver outcomes. Carlo says creativity is one of the secret weapons to drive results, so having strategic clarity where you can point the creativity is key.

**6\. Nurture Empathy and Authenticity**

Cultivate empathy, compassion, and authentic behaviour among leaders and employees. Encourage people to bring their whole selves to work and understand each other's situations. Katrina reminded the panel that the people we invite into our workspace _are people_ and leaders need to understand those people. _“I care about you, what’s going on for you, what do you need?"_ Leaders have a huge role in that connection, she says.

**7\. Embrace Curiosity and Adaptability**

 Avoid clinging to old ways. Encourage leaders and employees to [remain curious](https://thegrowthfaculty.com/articles/michaelbungaystaniercoachingquestions/), question assumptions, and adapt to changing circumstances while staying true to core values.

In summary, the panel concluded that reshaping or resetting a culture is an ongoing process that requires commitment, consistency, and reinforcement through actions and behaviours at all levels of the organisation.

7 Tips to Reset Your Workplace Culture 2024

Panel discusses culture challenges of toxicity, accountability, AI, and learning

Keep informed
Stay Inspired

7 Tips to Reset Your Workplace Culture 2024

Panel discusses culture challenges of toxicity, accountability, AI, and learning

Keep informedStay Inspired

Keep informed
Stay Inspired