Recently, my daughter roped me into watching Stranger Things, including a marathon viewing session on Christmas night. The things you do for your kids 🙂

I’m not a big science fiction fan, but as a child of the ’80s, I was quickly drawn in by the music and pop culture references. If you haven’t watched it yet, it’s honestly worth it for that alone.

Watching the show got me thinking about how organizational culture can sometimes feel like the Upside Down.

When culture is healthy and aligned, we often don’t notice it at all. It just feels right. People show up, do their work, support one another, and move forward together.

In Stranger Things, the Upside Down isn’t a brand-new world—it’s a distorted version of the current one. And that’s often how culture works in organizations. You may not realize you’re in it until things start to feel heavy, dark, or off. Communication breaks down. Trust erodes. Energy drops.

Like the characters in the show, when you find yourself in the Upside Down, you really have two choices:

Succumb to it and let it take over, or fight back.

Culture takes time, intention, and hard work to either build or repair.

As Edgar Schein reminds us:

“If you do not manage culture, it manages you, and you may not even be aware of the extent to which this is happening.” Think of Dr. Brenner trying to control everything in Hawkins without understanding the Upside Down.

When you’re facing challenges—whether you’ve inherited a culture that’s upside down or watched one slowly drift there—it’s important to remember this: if something doesn’t feel right to you, it likely doesn’t feel right to your people either.

That’s where creativity—and leadership—comes in.

Once you notice culture is off course, you have to respond the way the characters in Stranger Things do: intentionally, collaboratively, and with care.

Rely on your people. (Mike Wheeler)

Mike consistently brings people together, checks in, and makes sure no one faces things alone. In organizations, this means talking with people you trust and asking honest questions about how they’re experiencing the culture—and what they think needs to change.

Address what’s working against you (Vecna / Henry Creel).

Not every threat to culture is accidental. Like Vecna in Stranger Things, some people intentionally feed on fractures and resentment, pulling the team off course. As a leader, you have to notice those actively undermining the culture and address it quickly. It may require setting clear expectations when needed in order to protect the team and the values you’ve worked hard to build.

Leverage talent (Eleven).

Eleven has unique abilities that become essential to restoring balance. Every organization has people with special skills, perspectives, and influence. Engage them early and often. Invite them into the work of shaping and shifting culture.

Get creative. (Dustin Henderson)

Dustin thrives on curiosity and unconventional thinking. Culture change often requires trying things you haven’t tried before and asking people to stretch beyond what’s familiar. The old playbook may not work anymore.

Be caring in your approach. (Joyce Byers)

Joyce never stops caring, even when things are messy, emotional, or exhausting. Culture doesn’t shift without genuine care. You have to want better for your people and be willing to work with them, not against them, to get there.

So when things feel a bit upside down, remember this:

Your people and the relationships you build with them are what will carry you through even the darkest of times.

And just like the characters in Stranger Things, leadership sometimes means choosing to fight for the world you’re trying to protect.

Steve

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