Toxic behavior in the workplace is more than an HR issue – it’s a leadership challenge. And for credit unions, where trust and collaboration are essential to our member-first mission, toxicity can quietly erode everything we stand for.

But before we can address toxicity in our teams, we need to take a long, honest look in the mirror.

**It Starts With Us
**Leadership isn't about fixing others first. It’s about owning the culture we create – intentionally or not. That begins with identifying the toxic patterns we might carry ourselves

Control. Manipulation. Judgment. Victim mentality. These behaviors may take different shapes depending on personality, but the outcomes are always the same: fear, disconnection, and a slow decline in team morale.

When left unaddressed, toxicity affects productivity within the credit union and its people. Mentally. Emotionally. Physically. And for credit unions built on community and care, that’s a cost we can’t afford.

Spot the Signs Before They SpreadToxicity rarely shows up in obvious ways. It can look like micromanaging disguised as “accountability,” gossip couched as “venting,” or team members who weaponize their victimhood to avoid responsibility.

Recognizing these behaviors – especially in ourselves– takes courage. But awareness is the first step to creating a healthier environment.

Emotional Intelligence Is the AntidoteDealing with toxicity requires more than confrontation. It requires clarity. Leaders with emotional intelligence and self-awareness know how to stay grounded in facts, not drama. They know their own triggers. And they don’t get swept up in manipulation or conflict.

This doesn’t mean avoiding hard conversations. It means handling them with calm authority and compassion.

Lead the Culture, Don’t React to ItCulture doesn’t shift by accident. It moves in the direction of what’s modeled and reinforced.

Credit union leaders must set the tone by:

• ·Being proactive – address toxic behavior early, even when it’s uncomfortable.

•  Creating openness – cultivate transparency where feedback can flow up, down, and across.

• Investing in growth – encourage personal and professional development, and offer support for those needing outside help.

• Living the values – show what trust, respect, and accountability look like in action, every day.

What You Can Do TodayToxicity doesn’t disappear with one training or team reset. It requires ongoing reflection and commitment.

Here’s a simple place to start: over the next two weeks, reflect on your own leadership. Where might subtle toxic patterns be showing up? What feedback have you been ignoring? How can you lead your team toward health?

Because here’s the truth: your credit union’s culture is shaped one conversation at a time. Let’s make each one count.

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