Toxic Leadership Breeds a Toxic Workplace
Image shows toxic smoke above factory chimneys.
We all know the importance of organisational culture in attracting and retaining top talent, boosting productivity, driving innovation and making employees feel like they belong. But what happens when that culture turns toxic?
Characterised by an environment where harmful behaviours, such as bullying, harassment, favouritism, and a lack of accountability prevails, a toxic culture can have a profoundly negative impact on employee well-being, productivity, and overall organisational success. While multiple factors contribute to toxic cultures, the role of executive leadership is crucial in setting the tone, values, and behaviours within an organisation.
The Toxic Triangle
The toxic triangle refers to the interplay between toxic leaders, susceptible followers, and conducive environments, which collectively create a toxic work culture:
Image shows three circles describing the elements of a toxic leader: Destructive Leaders, Susceptible Followers, and Conducive Environments.
Toxic leaders exhibit a range of destructive behaviours and attitudes. For example, they may:
Exercise excessive control and make decisions without considering input from others
Engage in bullying or harassment behaviours
Lack clear communication and transparency
Give certain employees preferential treatment and disregard the contributions and potential of others
Avoid taking responsibility for their actions or fail to hold themselves or others accountable
Such attitudes and behaviours create conditions of uncertainty, fear, and hostility, which leads to reduced team moral, increased resentment, and can set a detrimental precedent throughout the organisation that undermines trust and discourages employees from taking ownership over their work. The negative impact of toxic leaders is magnified when they have followers (employees who tolerate or even mimic toxic behaviours) and when there are organisational conditions that allow toxic leadership to thrive such as a lack of accountability, weak ethical standards, or an absence of supportive structures.
A Deeper Dive into Toxic Leadership
It’s hard to fathom how someone possessing such toxic traits could be promoted to a position of leadership, but most of us can likely recall having experienced a toxic leader in some form or another either at work, in school, or in sports. In fact, a recent poll of 1300 employees found that 64% of those surveyed have experienced a toxic work environment (44% directly blamed the leadership team). Respondents commonly reported their toxic work experiences to include disrespect (55%), abuse (34%), non-inclusive practices (30%), unethical behaviours (29%), and cutthroat attitudes (21%).
There is a difference between toxic leaders and toxic leadership; toxic leaders have dark and destructive personality traits, but (as the toxic triangle framework suggests) other conditions need to be met for toxic leadership to thrive. Leaders can become toxic due to several factors, often involving a combination of individual characteristics and the external environment. Here are some more specific examples of conditions that can exacerbate toxic leadership:
Leadership positions inherently involve power and authority, and for some individuals the acquisition of power may amplify existing negative traits or trigger a desire for control. Such leaders may exert dominance, maintain control, and exercise authority without considering the wellbeing of their employees.
Leaders who have insecurities may use toxic behaviours as a defence mechanism or a means of compensating for their own perceived weaknesses.
Some leaders may simply lack proper leadership training or mentoring and do not possess the necessary management skills, emotional intelligence, and empathy to be effective leaders.
Executives are under intense pressure to drive growth and deliver strong performance. Leaders who lack the resilience to thrive under pressure tend to prioritize short-term results above all else, often at the expense of employee wellbeing.
Most executive leadership teams are homogenous, meaning that they lack differences in background, experience, and thought. As a result, diverse perspectives are often overlooked, leading to narrow decision-making and non-inclusive practices.
It is important to remember that while the environment and other external factors can contribute to the development of toxic leaders, individuals still have agency and the ability to choose their behaviours. Not all leaders succumb to toxic tendencies, and those who do can still take steps to recognise and change their behaviours.
How Can Executive Leaders Avoid Creating a Toxic Workplace Culture?
The impact of toxic leaders permeates every aspect of the work environment, resulting in high employee turnover rates and diminished engagement. Leaders can break this cycle by:
Investing in executive training and mentoring that emphasise emotional intelligence, effective communication, conflict resolution, and ethical decision-making. Providing executives with the necessary tools to lead with integrity can help mitigate toxic behaviours.
Fostering a culture of psychological safety where employees feel safe to voice their concerns and provide feedback without fear of retribution. Implementing mechanisms such as anonymous reporting channels and regular employee surveys can facilitate transparency and accountability.
Creating an inclusive work environment by actively promoting diversity, equity, and inclusion at all levels of the organization, including executive leadership, can help break down barriers, foster collaboration, and reduce the likelihood of toxic behaviours.
Role modelling positive, inclusive behaviours to lead by example. By demonstrating respect, empathy, and open communication, leaders can set the tone for a healthy workplace culture.
Ultimately, executive leaders are responsible for establishing a culture where employees feel respected, valued, and heard. By taking action to address toxic work behaviours, leaders will work towards creating a happier and healthier work environment that empowers employees, drives innovation, and lays the foundation for sustainable success.