We recently terminated a highly toxic department head who sat on our leadership team, but the remaining directors are still operating in a state of high anxiety, walking on eggshells, and holding their breath. How do we rebuild a safe, collaborative environment on the leadership team after removing a toxic leader who poisoned our team dynamics?

Question

Tyler Smith · Accepted Answer

Removing a toxic department head from your leadership team is a necessary step, but the damage they caused does not vanish overnight. Often, the remaining directors are left in a state of high anxiety. They may have spent months walking on eggshells or dealing with passive-aggressive behavior, leaving them defensive and protective of their departments.

To rebuild cohesion, you must first address the elephant in the room. Hold an open conversation with the remaining team. Acknowledge the dysfunction of the past and validate their experiences. This transparency is critical for rebuilding vulnerability-based trust.

Next, return to the basics of the EOS framework. Use your next quarterly planning session to review your core values and realign the team around your V/TO. This reminds everyone of your shared destination and re-establishes the cultural baseline for how you treat one another.

Re-evaluate your Accountability Chart to ensure the remaining seats are correctly structured. Sometimes, a toxic leader leaves behind a mess of overlapping responsibilities and operational confusion. Clarifying exactly who owns what will eliminate lingering friction and give your directors a sense of control.

Finally, focus on building a safe environment during your weekly Level 10 Meetings. Encourage open, honest debate during the IDS portion. Show your team that disagreement is healthy and that they will not be punished for speaking their minds. Over time, consistent transparency and peer support will replace the old anxiety with a strong, united executive team.