7x Emmy-winning TV News Anchor | TV Executive Producer | HSN Brand Ambassador | Voice Over Talent/Model/Spokesperson | Motivational Speaker, Author & Writer | Co-Dir. End Workplace Abuse Indiana Chapter | Brand Owner
In case you’re in the back of the room…. I’m screaming this so you can hear and remember! Looking back, my former management staff from top down were the same! They were all cut from the same cloth, hired the same toxic people, and they all protected each other by synching up their false narratives… okay, you got me… lies. #MySilenceIsNotForSale End Workplace Abuse Workplace Psychological Safety Act
Toxic leaders, to survive and thrive within organizations, need enablers. That is why we often see more than one toxic leader within organizations. Indeed, there are two types of toxic leadership enablers: the other toxic leaders who act just as unethically and the individuals that toxic leaders manipulate and scare into silence to obtain what they want. Why is it essential for organizations to deal with and make toxic leaders accountable for their negative behavior? 1- When organizations keep toxic leaders in their ranks, they will eventually have to deal with toxic leadership inbreeding: toxic leaders hiring and training future leaders to use toxic behaviors. 2- Leaders create the organizational culture: Toxic leaders create toxic cultures. 3- Toxic leadership has been associated with employee mental health issues, absenteeism, presenteeism, lower job performance, and employee turnover. Why do companies put up with toxic leaders? 1- Many toxic individuals manipulate their way into management positions by creating close relationships with higher management and human resources professionals. These close relationships protect them from negative consequences. 2- Since performance appraisals for leadership positions are often neglected, there is no way for HR, higher managers, and a board of directors to know about or collect information that would allow them to deal with the toxic leader. 3- Many toxic leaders are goal/performance/profit-only oriented. They may be effective in bringing in money/contracts/deals. They may also be well connected in their field of expertise. However, the short-term advantages will not outweigh the negative impact on the workforce and long-term relationships with collaborators and clients in the long run. 4- Finally, because many toxic leaders present dark personality traits (narcissism, psychopathy), they not only manipulate, lie, and cheat, but they also threaten leaders and HR professionals. In many instances, leaders and HR fear what the toxic leader will do to their careers and the company's reputation. Organizations that keep toxic leaders cannot be safe. The most essential step in developing a safe culture is to hire leaders capable of creating a safe environment for all employees and to deal with leaders who make the workplace unsafe. Only then will other perks be impactful in retaining employees (yoga sessions, pizza, flexible hours, etc.). In other words, no amount of employee benefit will outweigh a toxic leader. Take care of yourself and the people around you 💗
“In other words, no amount of employee benefit will outweigh a toxic leader. Take care of yourself and the people around you 💗” Nailed it 🎯
Indeed, they do! As such, it's important to remind oneself in such situations that if you aren't successful amongst them, its the culture failing you not you failing.
Organizations need to hold such leaders accountable because their presence can lead to increased employee mental health issues, absenteeism, and turnover. Companies often tolerate toxic leaders due to their ability to deliver short-term results, manipulate relationships with higher management, and intimidate HR. However, these short-term gains come at a high cost to long-term success and employee morale. No amount of employee perks can compensate for the damage done by toxic leadership. Creating a safe, supportive environment starts with hiring and promoting leaders who prioritize the well-being of their teams.
And that's how a toxic culture is born and continues to thrive.
Unfortunately true. There are hundreds of stories of people enduring toxic workplace cultures and bullied into remaining silent.
One of the largest -proportionally overlooked while underinvestigated #Kaizen effecting the bottom line with an adjustment a HUGE #ROI that may not be low hanging fruit just a little more effort and planning. Just think how much is lost with these “bosses” hiring the wrong people, firing the wrong ones. Cost in turnover alone would astound! Best analogy from a system perspective which runs the operations of most companies, bad data in, bad (worst) data out.
Important post. Something to consider- toxic “leaders” will hire each other! To remove the toxicity, it’s imperative that hiring decisions are made independent of bias, cronyism, or nepotism.
So true! They are everywhere 👀. You cannot have a healthy and safe culture until organizations hold toxic leaders accountable.
They will also hire people purposefully to bully. Really insightful post. Thank you .
Human Resources Business Partner @ HolcimUS |
2w“2- Since performance appraisals for leadership positions are often neglected, there is no way for HR, higher managers, and a board of directors to know about or collect information that would allow them to deal with the toxic leader.” I’ve never seen this discussed anywhere even though it’s quite common. Quite insightful.