You Might be a Toxic Leader If…

Volume 31: Telling it Like it Is - You Might be a Toxic Leader If…

This is Emotional Adventures in the Office, where we are committed to addressing real struggles that people face at work. Our approach will vary. Sometimes we will ask questions, other times we will make bold statements. We're always looking for new topics to delve into, so if you have any suggestions, please let us know.

"A toxic leader is like a virus; they infect the workplace with negativity, erode trust, and stunt productivity. The worst part? The symptoms often go unnoticed until the damage is done." - Loren Sanders

Let's take a look at some signs and symptoms in today's newsletter.

You Might be a Toxic Leader if…

• You micromanage every little task

  • Sure, you're the boss, but does every email really need your approval? Overcontrol stifles creativity and trust. If you find yourself unable to let go of control, get a coach or mentor who can help you, heck, maybe even a therapist, your well-being and your team will thank you.

• The only time you see or meet with your team is when you call a meeting or have a 1:1 with someone

  • If your presence causes more eye rolls than excitement, there's a problem. Toxic environments lead to disengagement and high turnover.

• You enjoy blaming others or think anyone but you is the problem

  • If your first thought is, "Why can't these people just get it together?" instead of, "How can I help them succeed?"- you might be the problem.

• You don't openly invite feedback or curiosity

  • You say your door is always open, but is it really? If the only feedback you get is silence, it's time to ask yourself why.

• Your first thought is judgement over assuming positive intent.

  • If you're constantly suspicious of your team's motives, expecting them to mess up rather than succeed, you're building a toxic culture by example.

• You play favorites

  • If you've got a "golden child" while others feel like the neglected step-kids, you might be a toxic leader.

• The reward for good work is ... more work

  • Congratulations, you did a great job! Now here's twice as much work with half the recognition. If this sounds like you, your team is probably more burnt out than motivated.

• You espouse teamwork and well-being, but your actions don't support it

  • It's easy to preach about collaboration and work-life balance, but if your actions scream 'every person for themselves,' don't expect your team to buy into the rhetoric.

• You love to diminish people, especially if they disagree with you

  • If your favorite leadership tool is cutting people down to size, you're not leading-you're bullying.

• You aren't accountable because mistakes can't be your fault

  • If you're the Teflon boss and nothing sticks, and every mistake becomes someone else's fault, you're creating a culture of fear, not accountability.

• You take credit for your team's successes but blame them for failures

  • Leadership is about sharing victories and taking responsibility. If you're all about the spotlight, you're dimming your team's potential.

• You communicate through passive aggression

  • Sarcasm and indirect comments might be amusing to you, but they erode trust and create a hostile work environment.

• You're always right

  • Spoiler alert: You're not. If you're unwilling to listen to others' ideas or admit when you're wrong, you're driving away innovation.

• Your stress becomes everyone else's problem

  • If your bad day turns into everyone else's nightmare, it's time to check your emotional regulation. Leadership requires composure under pressure.

• You expect loyalty but don't give it

  • Loyalty is a two-way street. If you demand loyalty without showing it in return, don't be surprised when your team starts job hunting.