What Are You Normalizing in Your Culture?

Leadership is more than what you say—it’s what you allow, celebrate, and repeat.

Whether you lead a team of 2 or 200, you’re always shaping culture.

Not just through policies or mission statements—but through the energy you bring, the behaviors you reward, and the habits you model every day.

Culture isn’t always defined intentionally. Often, it’s created by default.

That’s why one of the most important questions a leader can ask is:

What am I normalizing—on purpose or by accident?

Let’s explore what that really means.

What Does It Mean to Normalize Something?

To “normalize” is to make something part of the fabric of your workplace—something expected, repeated, or quietly accepted.

This could be:

• Celebrating overwork (even if you say you value boundaries)

• Avoiding direct feedback (even if you claim transparency)

• Letting unspoken tension persist (even if you promote psychological safety)

On the flip side, it could also be:

• Encouraging healthy pause and reflection

• Modeling vulnerability and emotional intelligence

• Recognizing growth and small wins—not just results

The point is: you’re always normalizing something. The question is—does it align with what you say you value?

3 Reflection Questions for Leaders

1. What am I consistently rewarding—intentionally or not?

   Are people praised for speed, output, and “going above and beyond” at all costs?

   Or do you recognize collaboration, rest, and alignment?

2. What behaviors do I let slide because they’re easier to avoid?

   Silence around microaggressions?

   Chronic lateness?

   Passive-aggressive Slack messages?

   Avoidance doesn’t neutralize harm—it normalizes it.

3. What do my own habits teach my team?

   If you check messages on weekends, your team learns that’s expected.

   If you never pause, your team believes there’s no time to breathe.

What to Do if You’re Out of Alignment

Let’s be clear: this is not about guilt. This is about awareness—because once you notice a pattern, you can shift it.

Here’s how to reset:

• Name it. Acknowledge what’s been normalized, and own your role in it

• Reconnect to your values. What do you want to see more of?

• Reset expectations with your team. Clarity creates culture

• Model the new norm. Start small. Be consistent. Invite feedback.

• Audit regularly. Culture isn’t a one-time conversation. It’s a rhythm.

Culture Starts With You

If you’re noticing a gap between what you say and what you normalize—you’re not failing. You’re leading with self-awareness.

Because culture isn’t created by slogans—it’s shaped by the way we show up.

Let’s start showing up on purpose.

Avec Coeur HR | Support That Blends Strategy and Soul