Not a Good Day!

A client once told me about stepping into a C-suite role after her predecessor retired.  The culture she inherited was remarkably toxic. Her new executive assistant explained that under the previous leader, mornings often began with a quick “pulse check.” If that previous leader seemed tense or irritable, the assistant would quietly walk the halls and whisper to staff, “It’s not a good day!  Lay low!”

Imagine the emotional energy that kind of environment consumes. The collective anxiety. The hypervigilance. The constant calculating of whether it’s safe to speak up or just stay silent.

My client knew this was the culture she needed to undo, and quickly!

The Leadership Lesson

Fear-based cultures don’t happen overnight. They grow from consistent cues that teach people what’s safe and what isn’t.  Over time, staff stop thinking about creativity, innovation, or collaboration. Their focus narrows to one thing: survival.

When a new leader steps into that kind of environment, the first priority isn’t strategy or performance, it’s safety. Until people feel safe, they can’t contribute at their best.

Together, we identified a few key actions that helped her reset the tone and rebuild trust.

How Self-Aware Leaders Begin a Cultural Reset

1. Name the History, Don’t Ignore ItPretending the fear didn’t exist only deepens mistrust. Acknowledge what the team has experienced: “I understand this environment hasn’t always felt safe. My goal is to change that.”  Naming the truth signals transparency, a vital first step toward trust.

2. Create PredictabilityWhen people have lived in fear, uncertainty is a trigger. Establish clear communication rhythms: regular check-ins, transparent decision-making, and visible follow-through. Predictability becomes safety.

3. Redefine Power as PartnershipInvite the team into problem-solving and decision-making. Say things like: “You don’t have to lay low here. I want your perspective.”  Empowerment isn’t about titles, it’s about access and voice.

4. Model Regulation and RepairEveryone has hard days; Self-aware leaders take responsibility for their emotional footprint. When stress spills over, name it, apologize, and repair quickly. That’s how culture heals.

5. Celebrate the Micro-ShiftsThe first time someone takes a risk to speak up, notice it. When someone admits a mistake without fear, acknowledge it. These small moments are the bricks that rebuild trust.

Reflection Questions

• What invisible messages do my moods or reactions send to my team?

• Do people around me feel safe to bring up concerns or ideas?

• How do I respond when I make a mistake or react poorly, do I repair or retreat?

• What new rituals or norms could reinforce a culture of safety, not survival?

  
  

Culture doesn’t change because we announce new values. It changes because people start to believe: “It’s safe to speak. It’s safe to try. It’s safe to be honest.”

You matter. Especially when your presence becomes the new cue for safety. 💛