Episode 52. Are You a Toxic Leader? How to Tell & 4 Tips to Avoid It.
WHAT IS TOXIC LEADERSHIP?
Toxic leadership is a taboo topic, but let’s unpack the subject right here, right now. During a time where outside negative mental health factors are already affecting teams, it’s critical to eliminate any risk of toxic leadership. Mental health isn’t the only negative effect toxic leadership will have on your business, but today, we’ll discuss how to dodge this leadership phenomenon before it has a chance to.
A 2018 survey concluded by job search site Monster found that 76% of respondents currently or recently had a toxic boss. That statistic should scare us! ...while also lighting a motivational fire underneath us to become better.1
Remember, it only takes one bad apple to spread its rotten behavior and bitter attitude among the entire apple tree. Okay, maybe this analogy is a stretch, but you get the point! Toxic leadership is a growing and costly problem, and you don’t have time to allow your apples (team members) to drop from your tree and grow elsewhere due to the effects of a toxic leader.
Today, I’m going to define toxic leadership and provide 4 tips on how to avoid it.
Toxic leadership is a combination of self-centered attitudes, motivations and behaviors that have harmful effects on a business, its mission and team members. Toxic leaders lack concern for others, are self-centered and try to bully team members. A few examples include leaders who belittle and talk over their team, believe they’re always right, ignore the team’s ideas or concerns, and purposefully hold team members back so they can be in full control.3 Toxic leaders can be likeable, charismatic and very intelligent, which can make them tough to spot, but it’s important we do. Over time, toxic leadership ruins team morale and potential.2 Now that toxic leadership has been defined, let’s get into the nitty gritty of how to steer clear of it!
AVOIDANCE TIP 1: DEVELOP EMOTIONAL INTELLIGENCE
Ever heard of EQ? Harvard Business School has demonstrated that “EQ” (emotional intelligence) counts for twice as much as IQ in determining who will be successful! Assess leadership candidates effectively by evaluating their values, integrity, compassion, motivation and emotional intelligence. The Institute of Health and Human Potential’s website has a free emotional intelligence assessment that is recommended by Harvard. 4 This will help you spot any red flags and develop a complete picture of who this potential leader is. Does your leadership candidate seem to value ego over EI? Red flag. Appear to be entirely self-motivated? Red flag. Knowledge is power, CEO; utilize assessment tools and the data.
AVOIDANCE TIP 2: ASK FOR FEEDBACK
Create an anonymous feedback form to allow your team members to provide direct and open feedback about their experience working within your team and under your direct leadership. Keep in mind, it’s a bit tricky to keep things anonymous with small teams - it’s often helpful to have an objective party deliver the feedback!
If you’re hiring someone for a management role in your company, you’ll also want to get an initial baseline of their leadership skillset. Have your existing team members interview top candidates to receive their honest opinions and feedback. This will allow you to measure how well this person is already operating internally and if they’d be a positive leader.
Whether you’re hiring a leader from the inside or outside, be sure to do your research! If a leadership candidate has been a part of your business and you’re considering moving them into a leadership role, ask your team members for their feedback first. If you’re hiring a leader from the outside, be sure to get in touch with their references and ask questions that will showcase their teamwork abilities and values. Gather any and all insight you can on this person so you can confidently envision what type of leader they will be within your business.
AVOIDANCE TIP #3: PROACTIVELY DEVELOP LEADERSHIP SKILLS
Avoiding can mean being proactive and providing solutions before there’s even a problem. Set yourself (or other leaders in your company) up for success by providing “early career” leadership training. Some leaders turn toxic due to intimidation, stress and/or lack of experience. Engage in training that promotes a “praise and reward” environment to foster with team members, learn the difference between appropriate behavior vs. harassment and gather information on how to deal with difficult team member situations.
AVOIDANCE TIP 4: RINSE & REPEAT
Rinse and repeat “Tip 2”! The need for feedback never stops, my friend. Monitoring leadership performance will help magnify any leadership derailment.5 Create a quarterly or yearly anonymous leadership review so team members have a chance to voice any issues they may have. If there’s an ongoing toxic situation occurring, you’ll likely pinpoint it during the review process.
REMEMBER: THE TONE IS SET AT THE TOP
There’s no one definition or situation that fully captures the toxic leadership phenomenon, but tell-tale signs of toxic leaders include self-centeredness, bullying, coercive behavior and lack of empathy. If you end up with a toxic leader in your midst, it will cost you, your team and your business. The key is to avoid it before it ever becomes a problem. Collect the quantitative and qualitative data, listen to your gut, listen to others and help foster a positive, collaborative workspace!
