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A Look at TOXIC LEADERSHIP Brilliant Infographic from Nadeem Ahmad Give him a follow for more informative visuals Original post below 👇👇👇 Here’s Navigate away from toxic leadership with these 7 steps  (your career will thank you): Earlier this week, I posted about positive vs. toxic leadership. As part of my research, I found that 56% of employees report having "toxic" workplace leaders! * That is wild! Toxic leadership can cast a long shadow on workplace culture. Recognizing toxic traits is the first step towards illumination: ➟ Arrogance and Self-interest ➟ Lack of Confidence and Incompetence ➟ Inconsistent Expectations and Discrimination ➟ Overemphasis on Hierarchy and Ignoring Feedback The fallout is real—workplace bullying, unproductive behavior, psychological distress, and more. Here's how you can deal with it: 1️⃣ 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗢𝘃𝗲𝗿 𝗝𝘂𝗱𝗴𝗺𝗲𝗻𝘁: ↳ Attempt to help rather than passing judgment. It can transform perspectives. 2️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗥𝗲𝗮𝗰𝘁𝗶𝗼𝗻𝘀: ↳ Stay composed. Controlling your reactions preserves your professionalism. 3️⃣ 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: ↳ Keep records. It’s your safety net when memory fails or disputes arise. 4️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: ↳ Draw clear lines. Professional boundaries protect your mental space and well-being. 5️⃣ 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: ↳ Engage in honest conversations. Candidness can be the catalyst for change. 6️⃣ 𝗦𝗲𝗲𝗸 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: ↳ Clarify expectations and instructions. Misunderstandings breed discontent. 7️⃣ 𝗘𝗴𝗼 𝗔𝘀𝗶𝗱𝗲: ↳ Focus on the job. Invest your energy in your work, not in clashing egos. We spend a significant slice of life at work; don't let toxicity darken it. Steering clear of toxic traits and handling challenging leadership with grace can light up your path to career success. Have you ever faced toxic leadership, and how did you navigate through it? * From a research study by workplace consulting firm, Life Meets Work ______________ Follow for more Useful Infographics

𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗙𝗿𝗲𝗲 𝗳𝗿𝗼𝗺 𝗧𝗼𝘅𝗶𝗰 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗦𝘆𝗻𝗱𝗿𝗼𝗺𝗲: 𝗗𝗶𝘀𝗰𝗼𝘃𝗲𝗿 𝗦𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 Navigating the challenges of a toxic manager can be a draining experience. Let's shed light on the syndrome and explore effective solutions: 🛑 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆𝗶𝗻𝗴 𝗧𝗼𝘅𝗶𝗰 𝗠𝗮𝗻𝗮𝗴𝗲𝗿 𝗧𝗿𝗮𝗶𝘁𝘀: Recognize the signs of toxic management, from poor communication to favoritism. Awareness is the first step to change. 💡 𝗖𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Fostering open communication can be a game-changer. Encourage honest conversations about concerns and expectations. 🤝 𝗘𝘀𝘁𝗮𝗯𝗹𝗶𝘀𝗵𝗶𝗻𝗴 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: Set clear boundaries to maintain a healthy work environment. Clearly define roles, expectations, and acceptable behavior. 🌐 𝗣𝗿𝗼𝗺𝗼𝘁𝗶𝗻𝗴 𝗮 𝗣𝗼𝘀𝗶𝘁𝗶𝘃𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲: Cultivate a workplace culture that values collaboration, respect, and empathy. Positivity can counteract toxicity. 💼 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝗻𝗴 𝗶𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴: Provide leadership training to address and correct toxic behaviors. Equip managers with the skills needed for effective leadership. 🌱 𝗘𝗻𝗰𝗼𝘂𝗿𝗮𝗴𝗶𝗻𝗴 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗠𝗲𝗰𝗵𝗮𝗻𝗶𝘀𝗺𝘀: Implement feedback mechanisms to allow employees to voice concerns anonymously, fostering a safer space for communication. 🔄 𝗦𝗲𝗲𝗸𝗶𝗻𝗴 𝗘𝘅𝘁𝗲𝗿𝗻𝗮𝗹 𝗦𝘂𝗽𝗽𝗼𝗿𝘁: In severe cases, consider seeking external support, such as HR interventions or professional coaching, to facilitate positive change. Let's empower workplaces with the tools to overcome toxic manager syndrome and cultivate environments where both employees and leaders thrive. #Leadership #OrganizationalTransformation #ToxicManager #WorkplaceWellness #LeadershipDevelopment #PositiveWorkCulture

Toxic Leadership Credits to Nadeem Ahmad, follow him for more practical leadership content. ------ Here's the original post: Navigate away from toxic leadership with these 7 steps (your career will thank you): Earlier this week, I posted about positive vs. toxic leadership. As part of my research, I found that 56% of employees report having "toxic" workplace leaders! * That is wild! Toxic leadership can cast a long shadow on workplace culture. Recognizing toxic traits is the first step towards illumination: ➟ Arrogance and Self-interest ➟ Lack of Confidence and Incompetence ➟ Inconsistent Expectations and Discrimination ➟ Overemphasis on Hierarchy and Ignoring Feedback The fallout is real—workplace bullying, unproductive behavior, psychological distress, and more. Here's how you can deal with it: 1️⃣ 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗢𝘃𝗲𝗿 𝗝𝘂𝗱𝗴𝗺𝗲𝗻𝘁: ↳ Attempt to help rather than passing judgment. It can transform perspectives. 2️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗥𝗲���𝗰𝘁𝗶𝗼𝗻𝘀: ↳ Stay composed. Controlling your reactions preserves your professionalism. 3️⃣ 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: ↳ Keep records. It’s your safety net when memory fails or disputes arise. 4️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: ↳ Draw clear lines. Professional boundaries protect your mental space and well-being. 5️⃣ 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: ↳ Engage in honest conversations. Candidness can be the catalyst for change. 6️⃣ 𝗦𝗲𝗲𝗸 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: ↳ Clarify expectations and instructions. Misunderstandings breed discontent. 7️⃣ 𝗘𝗴𝗼 𝗔𝘀𝗶𝗱𝗲: ↳ Focus on the job. Invest your energy in your work, not in clashing egos. We spend a significant slice of life at work; don't let toxicity darken it. Steering clear of toxic traits and handling challenging leadership with grace can light up your path to career success. Have you ever faced toxic leadership, and how did you navigate through it? * From a research study by workplace consulting firm, Life Meets Work ------- Follow Business Infographics to learn from the best visuals.

Leaders have a tremendous influence over the quality of life of their direct reports. The discourse surrounding toxic management is a universal conundrum that demands attention and action. As children, we encountered toxic people and witnessed their negative impact on others. Upon entering the room, the atmosphere shifted dramatically, causing us to adjust our behavior accordingly, especially if it was a teacher, as we had to adapt to survive. How wonderful it was when the lesson ended, and we were back with the next teacher, full of energy and eagerness. Kurt Lewin's behavior equation is B = f(P, E). It states that an individual's behavior (B) is a function (f) of the person (P), including their history, personality, and motivation, and their environment (E), which includes both their physical and social surroundings. The detrimental effects of toxic leadership reverberate throughout organizations, resulting in diminished job satisfaction, heightened absenteeism, and escalated turnover rates. Employees subjected to toxic leadership endure the brunt of its repercussions, manifesting in decreased morale and productivity. Fostering a culture of transparency, ethical leadership, and emotional awareness is paramount to combating toxic management effectively. Encouraging open communication channels, promoting integrity at all levels, and emphasizing emotional awareness are pivotal in mitigating the adverse effects of toxic leadership. Organizations can lay the foundation for positive change by nurturing a work environment that values diversity, inclusion, and individuality. Supporting managers in cultivating self-awareness and adaptability is critical to dismantling toxic behaviors at their core. Ultimately, the detrimental impact of toxic management necessitates a proactive approach to prevention. Organizations can foster a resilient workforce, enhance performance outcomes, and safeguard their reputation by adopting measures that prioritize employee well-being and professional integrity. The onus lies on leadership to set the tone for a healthy workplace environment, thereby paving the way for a more harmonious and productive organizational culture. https://lnkd.in/es6nEdhs ✳️ Follow us at www.ceo-code.com #intrinsicmotivation #personality #spreadawareness

If you haven't had a chance to read the five Harvard Business Review articles I published last year, now's your chance. You may find them even more relevant this year: 1. "How to Challenge Your Organization's Status Quo–Productively" In working with organizations around the world, I’ve learned that challenging the status quo requires not only courage, but skill. I share 10 concrete steps to build that skill, mitigate the risk, and increase the chances of success. 2. "5 Questions to Get Your Project Team on the Same Page" Misalignment occurs naturally and continuously. In this article, I share 5 questions every project manager should periodically ask their teams to create and maintain alignment. 3. Building a Culture Where Employees Feel Free to Speak Up" When an organization says it wants to establish a speak-up culture, it’s implicitly asking employees to engage in six most vulnerable behaviors. Not surprisingly, if the required psychological safety doesn’t exist, few employees will accept the invitation. 4. "How to Read a Business Book" Reading a business book is an exercise in efficiency, not literary aesthetics. You’re trying to maximize the return on time invested. In writing several business books—and reading more than I can count—I’ve found that, for books worth reading, the process consists of three steps: compression, absorption, and application. 5. "How a CEO Can Create Psychological Safety in the Room" The paradox of being a CEO is that your job is to encourage useful ideas, and yet your very presence can work against that objective. How, then, can you create high levels of psychological safety to promote the unencumbered exchange of ideas and unedited circulation of feedback? In this article I share 10 practical ways to make that happen. You can find the links to these articles in the comments. #hbr #psychologicalsafety #leadershipdevelopment

Toxic Leadership Original Content Creator: Nadeem Ahmad (Give him a follow) ------- Navigate away from toxic leadership with these 7 steps (your career will thank you): Earlier this week, I posted about positive vs. toxic leadership. As part of my research, I found that 56% of employees report having "toxic" workplace leaders! * That is wild! Toxic leadership can cast a long shadow on workplace culture. Recognizing toxic traits is the first step towards illumination: ➟ Arrogance and Self-interest ➟ Lack of Confidence and Incompetence ➟ Inconsistent Expectations and Discrimination ➟ Overemphasis on Hierarchy and Ignoring Feedback The fallout is real—workplace bullying, unproductive behavior, psychological distress, and more. Here's how you can deal with it: 1️⃣ 𝗘𝗺𝗽𝗮𝘁𝗵𝘆 𝗢𝘃𝗲𝗿 𝗝𝘂𝗱𝗴𝗺𝗲𝗻𝘁: ↳ Attempt to help rather than passing judgment. It can transform perspectives. 2️⃣ 𝗢𝘄𝗻 𝗬𝗼𝘂𝗿 𝗥𝗲𝗮𝗰𝘁𝗶𝗼𝗻𝘀: ↳ Stay composed. Controlling your reactions preserves your professionalism. 3️⃣ 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁 𝗘𝘃𝗲𝗿𝘆𝘁𝗵𝗶𝗻𝗴: ↳ Keep records. It’s your safety net when memory fails or disputes arise. 4️⃣ 𝗦𝗲𝘁 𝗕𝗼𝘂𝗻𝗱𝗮𝗿𝗶𝗲𝘀: ↳ Draw clear lines. Professional boundaries protect your mental space and well-being. 5️⃣ 𝗢𝗽𝗲𝗻 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: ↳ Engage in honest conversations. Candidness can be the catalyst for change. 6️⃣ 𝗦𝗲𝗲𝗸 𝗖𝗹𝗮𝗿𝗶𝘁𝘆: ↳ Clarify expectations and instructions. Misunderstandings breed discontent. 7️⃣ 𝗘𝗴𝗼 𝗔𝘀𝗶𝗱𝗲: ↳ Focus on the job. Invest your energy in your work, not in clashing egos. We spend a significant slice of life at work; don't let toxicity darken it. Steering clear of toxic traits and handling challenging leadership with grace can light up your path to career success. Have you ever faced toxic leadership, and how did you navigate through it? * From a research study by workplace consulting firm, Life Meets Work __________________ Original Content Creator: Nadeem Ahmad (Give him a follow)

A Look at Toxic Leadership 🚫👔 Toxic leadership can have detrimental effects on an organization, leading to a hostile work environment and decreased productivity. Understanding the traits of toxic leaders and their impact can help in identifying and addressing the issue effectively. 8 Traits of a Toxic Leader 🛑 1. Arrogance: Believes they are always right and dismisses others’ opinions. 2. Self-interested: Prioritizes personal gain over the team’s well-being. 3. Inconsistent Expectations: Frequently changes goals and standards, causing confusion. 4. Lacks Confidence: Often overcompensates by micromanaging or bullying. 5. Places Importance on Hierarchy: Values titles and positions over actual contributions. 6. Incompetent at Their Job: Lacks the necessary skills and knowledge to lead effectively. 7. Doesn’t Listen to Feedback: Ignores constructive criticism and suggestions. 8. Workplace Bullying: Engages in behavior that intimidates or belittles employees. Effects of Toxic Leaders 🌪️ • Depression and Burnout: Increased stress and mental health issues among employees. • Unproductive Work Behavior: Reduced efficiency and motivation. • Psychological Distress: Emotional and mental strain on the team. • Job Dissatisfaction: Lower morale and higher turnover rates. • Discrimination Against Employees: Unfair treatment based on personal biases. How to Deal with Toxic Leadership 🛠️ 1. Keep Control of Your Reactions: Maintain professionalism and avoid reacting emotionally. 2. Set Professional Boundaries: Clearly define what is acceptable and what is not. 3. Clarify Expectations: Ensure you understand what is required of you to avoid misunderstandings. 4. Document Everything: Keep a record of interactions and incidents for reference. 5. Have a Candid Conversation with Your Manager: Address the issues directly but respectfully. 6. Focus on Your Job and Forget the Ego: Concentrate on your responsibilities and avoid power struggles. Attempt to Help Instead of Judging 🤝 If possible, try to understand the root causes of the toxic behavior and offer constructive feedback. Sometimes, leaders may not be aware of their negative impact and could benefit from a supportive approach. By recognizing the traits and effects of toxic leadership, and implementing strategies to manage and mitigate its impact, you can contribute to a healthier and more productive work environment. 🌟🏢 #ToxicLeadership #WorkplaceHealth #LeadershipSkills #ProfessionalDevelopment #EmployeeWellbeing #WorkplaceBullying #JobSatisfaction #MentalHealth #Productivity #TeamDynamics

We use this work all the time with our clients. We recommend you read these HBR articles and see how psychological safety matters for your workforce. #psychologicalsafety #harvardbusinessreview #expertanswers #leadershipcommunication #leadershipdevelopment

Leaders have a tremendous influence over the quality of life of their direct reports. The discourse surrounding toxic management is a universal conundrum that demands attention and action. As children, we encountered toxic people and witnessed their negative impact on others. Upon entering the room, the atmosphere shifted dramatically, causing us to adjust our behavior accordingly, especially if it was a teacher, as we had to adapt to survive. How wonderful it was when the lesson ended, and we were back with the next teacher, full of energy and eagerness. Kurt Lewin's behavior equation is B = f(P, E). It states that an individual's behavior (B) is a function (f) of the person (P), including their history, personality, and motivation, and their environment (E), which includes both their physical and social surroundings. The detrimental effects of toxic leadership reverberate throughout organizations, resulting in diminished job satisfaction, heightened absenteeism, and escalated turnover rates. Employees subjected to toxic leadership endure the brunt of its repercussions, manifesting in decreased morale and productivity. Fostering a culture of transparency, ethical leadership, and emotional awareness is paramount to combating toxic management effectively. Encouraging open communication channels, promoting integrity at all levels, and emphasizing emotional awareness are pivotal in mitigating the adverse effects of toxic leadership. Organizations can lay the foundation for positive change by nurturing a work environment that values diversity, inclusion, and individuality. Supporting managers in cultivating self-awareness and adaptability is critical to dismantling toxic behaviors at their core. Ultimately, the detrimental impact of toxic management necessitates a proactive approach to prevention. Organizations can foster a resilient workforce, enhance performance outcomes, and safeguard their reputation by adopting measures that prioritize employee well-being and professional integrity. The onus lies on leadership to set the tone for a healthy workplace environment, thereby paving the way for a more harmonious and productive organizational culture. https://lnkd.in/egYXn-jF I am Brunello Gianella | Intrinsic Motivation Expert More real input about #Intrinsicmotivation, #Personality & #tacicknowledge 🔔 ring the bell on my profile and never miss a post again.

Addressing a #toxicculture requires a multi-faceted approach involving #employees, #managers, and leadership.   1.    Identifying the problem is the first step toward finding a solution.   2.    Encourage open and honest communication at all levels.   3.    #Leaders and managers should set a positive example of behavior, communication, and respect.   4.    Establish clear company values that promote respect, teamwork, transparency, and #integrity.   5.    Provide training on diversity, inclusion, conflict resolution, and emotional intelligence.   6.    Take swift action to address incidents of toxicity, bullying, or harassment.   7.    Offer support programs, such as counseling, mentoring, or coaching, to help employees cope with stress and manage their emotions.   8.    Promote a healthy work-life balance to prevent burnout.   9.    Recognize and reward employees who demonstrate positive behavior, teamwork, and contributions to a healthy work culture.   10.  Involve employees in decision-making processes when possible.   11.  Hold leadership accountable for fostering a positive work culture.   12.  Regularly assess the work culture through surveys, focus groups, or other feedback mechanisms.   13.  Work toward a culture shift by involving all employees in the process.   14.  If the toxicity is deeply ingrained, consider bringing in external consultants or experts to assess the situation and guide the transformation process.   Changing a toxic culture is a long-term endeavor.   Remember that transforming a toxic work culture takes time, effort, and commitment from all levels of the organization.   It's crucial to have buy-in from leadership, as well as the active participation of employees, to achieve lasting change.