When you're a new senior leader facing a toxic organisational culture, the challenge can feel overwhelming. In this insightful discussion, Tarra van Amerongen, Head of Design at Atlassian with extensive experience across business and consulting environments, shares practical strategies for adapting to difficult cultures while maintaining your effectiveness. Psychologist Sharon Draper, who specialises in helping people navigate challenging workplace dynamics, adds valuable perspective on managing yourself and choosing your battles wisely. Together, they explore how to change toxic culture in an organisation through strategic adaptation, authentic leadership, and knowing when to be the change you want to see. It's honest, practical advice for leaders who want to make a positive impact without losing themselves in the process.
Starting a senior leadership role is exciting, but what happens when you step into an organisation and realise the culture is toxic? It’s one of the toughest challenges any leader can face. You want to make a positive impact, but you’re also trying to find your footing in a new environment.
The truth? You can’t single-handedly transform a toxic culture overnight, even in a senior role. But that doesn’t mean you’re powerless. There are strategic ways to protect yourself, succeed in your role, and slowly become a force for positive change.
This conversation features Tarra van Amerongen – Head of Design, Jira Platform at Atlassian, who has navigated many different organisational cultures – and Psychologist Sharon Draper, who brings 13 years of experience helping people manage challenging workplace dynamics. The discussion was facilitated by the host.
Tarra sets the record straight: “You will not be able to as a single person change the whole culture – it's kind of the way things are done there.” While it’s frustrating to hear, accepting this frees you up to focus your energy where you can actually make a difference.
Instead of trying to fix everything, Tarra suggests: “You can be a force for good, and sometimes we need to adopt culturally to things.” Work within the existing system, and look for opportunities to influence where you can.
Trying to push back on every toxic behaviour is exhausting. Tarra shares an example: “If there’s a culture of people working in silos and throwing things over the fence, you might have to adapt to that culture and then understand within those cultural boundaries how can you be successful in your role.”
This could mean being more visible with your work, communicating progress more frequently, or escalating issues clearly when needed. It’s about surviving the system as it is, while quietly planting seeds for change.
Both experts stress the importance of being strategic about what you call out. As Tarra puts it: “It’s a personal choice how much you want to call out these things and be a force for good. It depends on the courage you have, the level of seniority you hold, and the trust and safety you have with people.”
Sharon adds: “There’s a way to do it. Don’t call people out in front of others – take them aside, be curious about what’s going on for them. That way you create space for genuine change instead of defensiveness.”
Sharon believes that one of your most powerful tools is your own behaviour: “Be the change you want to see. Make sure your behaviour is true to your values and isn’t feeding into the toxicity.”
She adds: “It’s a little seed, but it can grow. You don’t always have to intervene directly – just consistently model the kind of leadership you believe in.”
Tarra is candid: “At some point, you’ll hit a tension point where you have to choose between backing your values or following what’s being asked of you, even if it doesn’t sit right. That’s a tough moment for any leader.”
These moments will test you, but they’re also the ones that define the kind of leader you’ll become. As Tarra says: “Good sailors are made in rough seas.”
You might be able to succeed in your role despite the toxic culture, but is that sustainable? Tarra asks: “Is this a place that you want to be longer term? That’s something only you can answer.”
Living with a constant clash between your values and the culture around you can be draining. You deserve to lead in a place where you can be the kind of leader you aspire to be.
Changing a toxic culture is a marathon, not a sprint. Focus on what’s within your control. Build alliances with people who share your values. Protect your own wellbeing. And remember: even small acts of integrity can have a ripple effect.
Plenty of great leaders have faced the same challenge. You can, too.
Head of Design for Jira Platform at Atlassian with experience across in-house, agency & consulting. Teaches innovation design at UTS, advises on boards & is a trained Mental Health First Aider.
Psychologist with 13 years’ experience, developing Taking Up Space for women who people-please, focusing on emotional awareness & authentic living. Works with eHarmony Australia & major media.
Head of Community and Growth at Never Not Creative, focused on building a kinder, more sustainable industry. Leads Circles, a peer support group for honest conversations, and brings a strong mix of marketing know-how, empathy and community spirit.
