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5 Signs of a Toxic Leader

Leadership is not about the title or the stage you’re on but about how you treat and inspire those around you

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Toxic leadership
Image Credit: Midjourney

Throughout my career, I’ve encountered some truly ‘interesting’ characters. By interesting, I mean the absolute sh*t of the sh*t bosses. But each encounter has been a lesson, a stepping stone in my journey toward becoming a better leader.

Some of these individuals have held high positions in the public eye and, to the public, appear reliable and trustworthy—practically paragons of virtue. They are also adept actors, managing even to fool their superiors, often the head honcho, with their façade that could even give Nicole Kidman a run for her money with their acting skills

Someone hand these pieces of crap an Oscar, please!

Most recently, I attended a seminar on workplace dynamics and was surprised to see a certain ‘someone’ sitting on the stage as an ‘esteemed’ panel member.

Yes, it was no other than the head queen sh*t of all leaders, the one who would verbally abuse her staff and play manipulative games trying to bring down junior staff and anyone she deemed a threat to her undoing, that I, unfortunately, had the not so pleasure of working with. Seeing her sitting on the stage as an ‘esteemed’ panel member was unbelievable.

Now, let’s be fair—not all the leaders I’ve encountered in my career have been bad. While I’ve dealt with some questionable individuals, I’ve also had the privilege of working with and learning from some truly exceptional leaders. 

But, this particular leader stood out for being the absolute scum of the scum because of how they would try to degrade and bring their staff down, creating a toxic work environment and hindering the team’s productivity.

“The bad leader is he who the people despise; the good leader is he who the people praise; the great leader is he who the people say, “We did it ourselves” ― Peter M. Senge

Yet, there they were, sitting on the stage, discussing the importance of ‘psychological safety’ in the workplace. I couldn’t help but smirk as I listened to them talk about a topic they clearly did not practise, like shoving their face right in front of the camera on virtual calls when getting ready to go on a tirade to abuse the staff member on the other side. 

The irony of their chosen topic, given their own behaviour, was not lost on me.

But after working with one too many toxic leaders, here are five lessons I’ve learned that can help you be a good leader.

Whether you’re an existing leader or starting in your career, you too can benefit from these lessons:

1. The Importance of Emotional Intelligence

Toxic leaders often exhibit a significant lack of emotional intelligence, which encompasses critical components such as self-awareness, self-regulation, empathy, and social skills. 

This deficiency not only hampers their ability to manage their emotions but also negatively impacts their interpersonal relationships, leading to dysfunctional team dynamics. Over time, this can create a toxic work environment marked by low morale, high turnover, and diminished productivity. 

Prioritising and developing emotional intelligence is essential for leaders who foster a positive, inclusive, and productive organisational culture supporting individual and collective success.

2. The Need for Transparent Communication

Toxic leaders frequently engage in poor communication practices, such as withholding information, spreading misinformation, or using communication as a tool for manipulation. This highlights the necessity for transparent, honest, and open communication to build trust and ensure everyone is aligned with the organisation’s goals and values.

3. The Value of Respect and Recognition

Now, this is a big one, so pay close attention. A lack of respect and recognition for employees is one of the most glaring signs of toxic leadership, and it can have far-reaching consequences. 

When leaders fail to acknowledge the efforts and contributions of their team, it not only leads to low morale but also erodes trust and diminishes overall motivation. Over time, employees who feel undervalued and disrespected are more likely to disengage, resulting in decreased productivity, higher absenteeism, and, ultimately, increased turnover. 

It is of utmost importance to treat employees with genuine respect, regularly acknowledge their contributions, and provide timely recognition. 

Doing so helps cultivate a supportive, motivating work environment where people feel valued, appreciated, and inspired to contribute their best efforts.

4. The Role of Ethical Behaviour and Integrity

Toxic leaders often engage in unethical behaviour, such as favouritism, dishonesty, or exploitation. This underscores the importance of maintaining high ethical standards and integrity in leadership. By doing so, we build trust and set a positive example for the entire organisation, reassuring our team and instilling confidence in our leadership.

5. The Impact of Leadership Styles on Organisational Health

Toxic leadership can significantly harm an organisations culture, productivity, and overall health. This highlights the importance of embracing positive leadership styles, such as transformational or authentic leadership. These styles prioritise empowering, inspiring, and developing employees for the organisation’s greater good.

My experiences with toxic leaders have been both eye-opening and invaluable, shaping my understanding of what it truly means to be a good leader. 

While these ‘interesting’ characters have taught me plenty about what not to do, they’ve also reinforced the importance of emotional intelligence, transparency, respect, ethics, and adopting leadership styles that genuinely uplift teams. 

Leadership is not about the title or the stage you’re on but about how you treat and inspire those around you. 

So, if you aim to lead, remember that your legacy will be defined by your impact on others, not the accolades you collect. Be the kind of leader your team deserves—not the one they dread.

Filiz Behaettin is a best-selling author, freelance writer and speaker. Her latest book 'Elevate: the practical guide to living your best life and succeeding' is available at most bookstores including Barnes and Noble. Filiz offers 1-on-1 mentoring and consulting services, copywriting, editing and manuscript services. She is also available for corporate speaking engagements and school visits. You can contact Filiz at www.filizbauthor.com or follow her at www.instagram.com/filiz.b_author

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Success Advice

What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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leadership tips for new CEO
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The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
Image Credit: Midjourney

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Learn essential lessons, success strategies, and mindset shifts every aspiring entrepreneur needs to overcome challenges and build a thriving business.

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