Toxic Dynamics at Work: The Missing Piece Is Not Policy — It’s Mindset
- Kostas Chatzoglou
- Sep 6
- 4 min read
How leaders can use the Self-Perception Matrix to transform culture from within
We’ve all seen it.
A team that looks fine on paper — talented people, good processes, even a decent budget — but beneath the surface, something isn’t working.
Projects stall. Meetings drag. Trust erodes.
And slowly, a toxic atmosphere takes hold.
Burnout. Silos. Passive aggression. Conflicts that never get resolved.
Disengagement, absenteeism, presenteeism.
Leaders often respond the best way they know how: by introducing new policies, offering incentives, or sending people to training programs.
These efforts help, but only temporarily. Because the deeper issue isn’t policy.
It’s mindset.
👁️ Why Policies Don’t Fix Toxic Culture
Policies can tell people what to do.
But they can’t change how people see each other.
And that’s where most toxic dynamics begin.
Before a single word is spoken, every interaction is already shaped by unspoken fears, expectations, and needs.
Do I feel safe here? Do I belong? Do I matter?
When those needs stay unexpressed, emotions build up.
We withdraw. We misinterpret. We distance ourselves.
We stop seeing people as people, and start seeing them as threats, obstacles, or sources of frustration.
That’s when small misunderstandings snowball into big problems.
🔍 The Self-Perception Matrix: A Lens on Toxicity
This is where the Self-Perception Matrix offers clarity.
It shows how our subconscious lenses distort reality, quietly shaping how we act — and how workplace culture evolves.
🟠 The Superiority Lens → “I know better.”
How it shows up: control, silos, dismissiveness.
Cultural result: conflict, resistance, lack of collaboration.
🔵 The Inferiority Lens → “I don’t belong.”
How it shows up: withdrawal, presenteeism, absenteeism.
Cultural result: disengagement, missed contributions, hidden turnover risk.
🟡 The Recognition Lens → “I need to be seen.”
How it shows up: overwork, people-pleasing, resentment when effort isn’t acknowledged.
Cultural result: burnout, quiet frustration, loss of trust.
Each of these lenses creates self-reinforcing loops:
The Superior manager creates resistance.
The Inferior employee disappears into the background.
The Recognition-driven team player burns out.
Different behaviors. Same root cause.
Unspoken needs → distorted mindset → toxic dynamics.
🧠 Why Leaders Must Start the Shift
Toxic environments don’t emerge overnight.
They build slowly — through hundreds of small interactions where needs go unspoken and behaviours go unchallenged.
And because leadership sets the tone, leaders are the leverage point.
When a CEO, manager, or HR leader models authentic expression — by naming what they need, being transparent about limits, and inviting dialogue — it gives the whole team permission to do the same.
Culture change doesn’t start with grand initiatives.
It starts with leaders showing up differently.
🔄 Breaking the Cycle
Resolving toxic dynamics isn’t about overnight fixes. It’s about steady, layered shifts in how people relate.
1. Individual Tools
Awareness: Notice which lens you’re looking through.
Reflection: Ask yourself, “What am I really needing right now?”
Expression: Share those needs constructively, without blame.
When individuals take responsibility for their own mindset, they reduce distortion and increase clarity.
2. Team Practices
Open dialogue: Create space for people to speak honestly about challenges.
Blind spot support: Encourage colleagues to gently point out when unhelpful patterns show up.
Shared responsibility: Normalize naming tensions before they escalate.
This isn’t about therapy at work — it’s about building the muscles of trust and collaboration.
🌱 From Toxicity to Self-Regulating
Here’s the encouraging part: when enough individuals begin to shift, the system itself starts to self-correct.
Conflicts surface earlier — and get resolved faster.
Silos loosen because people feel safe reaching across them.
Burnout decreases as overfunctioning gives way to healthier boundaries.
The organization doesn’t need constant “fixing” from the top, because people feel responsible for the quality of their interactions.
This is how workplaces move from toxic to resilient: not through control, but through trust.
🎯 A Question for Leaders
Policies will always matter. But they can only do so much.
What truly transforms culture is the mindset leaders model every day.
So ask yourself:
Where in my company culture might distorted lenses be at play?
What unspoken needs are driving burnout, conflict, or disengagement?
How am I, as a leader, shaping the environment through my own lens?
Because when we change how we see each other, we change how we work together.
💬 Let’s Continue the Conversation
Toxicity isn’t inevitable. With the right awareness and tools, workplaces can become spaces of clarity, collaboration, and trust.
👉 If you’re a CEO or HR leader navigating these dynamics, I’d love to hear your perspective.
Where do you see these lenses showing up in your organization?
What practices have helped your teams move forward?
And if you’re curious about how the Self-Perception Matrix can support your company, let’s connect.
+30 694 5590 547
Because culture change doesn’t start with policy.
It starts with mindset.
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