Identifying Toxic Leadership: Recognizing Harmful Traits
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Understanding Toxic Leadership
Not every manager embodies true leadership, and not every leader excels in their role. In this discussion, we’ll explore prevalent toxic behaviors and traits that can manifest in leadership positions, equipping you with the knowledge to navigate your professional landscape more effectively.
When I began conducting one-on-one coaching sessions, I was astonished by the number of individuals seeking assistance in discerning whether they were dealing with toxic managerial behavior. Some clients entered the sessions with an awareness of their situation, seeking strategies to tackle their challenges. These sessions were generally more straightforward, as these individuals recognized the problem and simply needed guidance on potential solutions.
Conversely, other clients were often misled into believing that they were at fault or lacked the insight to recognize that a leadership issue existed. They sensed that something was amiss but struggled to articulate what it was. If this resonates with you, this article is aimed at shedding light on toxic managerial traits and behaviors that you may encounter.
The Danger of Infrequent Feedback
One of the most detrimental practices a leader can adopt is withholding feedback until performance review time. Performance reviews should be a comprehensive assessment of the past six months, allowing for the establishment of new expectations and goals. If feedback is only presented during this meeting, it signals a significant leadership flaw. Performance reviews should not be shocking; they should serve as a review of progress.
Section 1.1 Overbearing Micromanagement
Another red flag appears when leaders insist on being copied on every email interaction. This approach may be warranted in specific training scenarios, such as for new hires, but generally, it signals an alarming level of micromanagement. Such leaders often extend their overbearing nature beyond email, which can create a stifling environment. If you find yourself in this situation, it may be time to consider your options.
Ongoing Inaccessibility
Leaders juggle numerous responsibilities, including their own tasks and the management of their team. While it’s understandable that they may struggle to respond to every query, effective leaders know how to balance their workload with the needs of their team. If you find that your manager is consistently unresponsive to your requests but available to others, this could indicate a larger issue.
Demanding Constant Camera Presence
The shift to remote work has presented new challenges, particularly for authoritarian leaders who prefer to maintain control. Some leaders insist that all team members keep their cameras on during virtual meetings, disregarding individual preferences and needs. This behavior can escalate, with leaders monitoring response times or making unnecessary demands late in the day. Unfortunately, without intervention, such leaders rarely alter their behavior.
Reluctance to Listen
A common trait observed among senior leaders is their refusal to listen to feedback from their teams. Despite having access to data and insights, they may remain entrenched in their views, rendering them ineffective as collaborative leaders. This unwillingness to adapt can create a challenging work environment, and unfortunately, these individuals often do not change.