Leaders play a critical role in shaping company culture, but even with the best intentions, it’s easy to make mistakes that unintentionally create unhealthy environments. Culture isn’t just about policies or mission statements—it’s about the day-to-day experiences of your team. When leaders misstep, it can lead to disengagement, turnover, and a decline in performance. Here are three common mistakes leaders make when it comes to culture and how to address them.

A toxic company culture doesn’t just hurt employees—it quietly drains the lifeblood of an organization, affecting everything from productivity to profitability. For new leaders, understanding the ripple effects of an unhealthy culture is essential. The costs aren’t always obvious at first, but they add up quickly, leaving businesses struggling to recover.

Here’s a look at how toxic cultures impact business outcomes, along with real-world examples and data to bring the issue into focus.

Company culture is like the air your team breathes—when it’s healthy, everything runs smoothly, but when it’s toxic, it suffocates productivity, morale, and trust. For new leaders, recognizing the red flags of an unhealthy culture is crucial because these issues, if left unchecked, can lead to long-term damage.

Here are the warning signs of a toxic company culture and why they can derail even the best business strategies.

A healthy company culture doesn’t just happen—it’s built intentionally and reinforced through daily behaviors and decisions. For new leaders, understanding the signs of a strong culture is critical. When culture is thriving, it fuels collaboration, boosts employee satisfaction, and drives high performance. Here are five clear indicators your company culture is on the right track.

Trust isn’t automatic when you step into leadership—it’s earned, and for new leaders and managers early in their career, it’s the foundation that turns a title into real influence. Whether you’re a new manager fresh off your first promotion, a leader needing a refresher on how to manage better, or someone past their initial 30 days looking to reset, your team’s trust is what keeps you moving forward. I’ve been there—my first shot at managing a small team, I thought charisma would carry me. It didn’t. Here’s what I’ve learned about earning trust, from my own missteps and watching others get it right.

Company culture is more than a buzzword—it’s a strategic advantage that shapes how businesses operate, innovate, and grow. For new leaders looking to create an environment where teams can thrive, understanding the impact of a healthy culture is essential. Healthy company cultures foster engagement, drive innovation, and ultimately contribute to the bottom line. But what does that look like in practice?

Your first 30 days as a leader—whether you’ve lived them or they’re still ahead—aren’t about rewriting the rulebook. They’re about planting roots for what’s next. For new leaders stepping into their first team role, middle managers looking back, or emerging leaders eyeing that promotion, this stretch is where you figure out who you are as a leader. I’ve tripped through my own starts and coached others through theirs—here’s what I’ve learned defines a strong kickoff, no matter when it happens.

Stepping into leadership—whether you’ve done it already or you’re prepping for that first promotion—is a wild ride. Those first 30 days, whenever they happen, are a crash course in what works and what doesn’t. I’ve been there, and looking back, there are lessons I wish I’d tattooed on my arm before day one. This isn’t just for the newbies; middle managers can reset with this, and emerging leaders can stash it for when the title lands. Here’s what I’d tell my younger self—or you—about starting strong.

For new leaders stepping into management roles, creating a healthy company culture should be at the top of your priority list. Why? Because culture isn’t just a feel-good buzzword—it’s the foundation for how your team operates, how decisions are made, and how success is achieved. A strong culture fosters trust, collaboration, and alignment, helping your team—and you as a leader—thrive.

Here’s what makes a company culture truly healthy, with examples of organizations that get it right.

Whether you’re eyeing your first promotion to lead a team or you’ve already survived those early days as a manager, the first 30 days in a leadership role are a make-or-break stretch. For new leaders and middle managers alike, it’s less about having it all figured out and more about setting a tone that sticks.

As a new leader, you may be focused on mastering processes or meeting targets—but here’s the reality: no matter how strong your plans are, they won’t succeed if your company’s culture doesn’t support them.

You don’t have to figure it all out at once. Start with these five moves to set yourself—and your team—up for success.

When it’s time to step into the executive arena, preparation isn’t optional—it’s everything.

Start with your résumé. This isn’t a laundry list of roles; it’s a showcase of your leadership impact. Highlight achievements that demonstrate strategic thinking, team leadership, and measurable results. Use numbers. Executives drive outcomes, and hiring teams want proof.

New roles bring new challenges, and with them, the nagging voice that says, You don’t belong here. That’s imposter syndrome—a familiar companion for many leaders as they climb the ladder.

The first step is recognizing it. Imposter syndrome often shows up as perfectionism, fear of failure, or downplaying your achievements. It’s normal to feel out of your depth when leveling up, but it doesn’t mean you’re unqualified.

No one climbs to the top by playing it safe. Career growth requires bold moves—and the willingness to bet on yourself.

Calculated risks aren’t reckless; they’re strategic. The first step is spotting opportunities. Look for projects or roles that challenge you, expand your skill set, or get you closer to your long-term goals. If it feels uncomfortable, that’s usually a good sign.

Your network is your net worth, especially when climbing to the executive level.

Executives don’t get there alone. Relationships are the hidden force behind promotions, opportunities, and long-term success. The right connection can open doors you didn’t even know existed.

Leadership isn’t about titles. It’s about impact. Some of the most effective leaders influence without having formal authority.

To lead without a title, focus on building trust first. Trust is your greatest currency when you’re trying to inspire others. Deliver results consistently, be transparent, and show empathy. People follow leaders they believe in, not just those with power.

Executives don’t just know their own lane—they know the entire highway.

If you want to move into senior leadership, you need to understand how the pieces of the organization fit together. Finance, operations, HR, marketing—it’s all connected. And when you know how these departments work, you can make smarter decisions that benefit the whole company.

Executive presence isn’t just about what you say. It’s about how you show up.

Confidence is the cornerstone. Leaders who project confidence command attention. But confidence isn’t about being the loudest in the room—it’s about being clear and composed. Know your stuff, but also know when to listen. The best leaders speak with purpose, not just to fill silence.