How to build an innovative work environment (and keep away toxic leaders!)

As a manager, it is essential to understand the difference between being a good leader and a toxic leader. The toxic leader is the worst nightmare of every employee: arrogant and confident, but insecure within. He does not learn, does not innovate, and does not care about others' well-being.

I have met many?toxic leaders?but recently I have seen firsthand how damaging their effects can be on a team and a business. This person, incredibly, had all the characteristics of a toxic leader to the nth power. Despite my attempts to push him to change, he continued to damage his company, pushing everyone away until he left it on the brink of failure.

Arrogance: a?toxic leader?believes he deserves power, but?arrogance?always hides insecurity. A good leader is humble, recognizes the merits of others.

Lack of communication: he does not listen to his people and does not communicate effectively. This isolates team members and leads to errors and misunderstandings. A good leader knows how to listen and communicate clearly.

Inflexibility and control: he does not distinguish managing from controlling. This lacks trust in employees and creates a tense climate. A good leader delegates responsibility and trusts his team.

Inability to manage conflicts: he sees anger as a sign of seriousness, does not know how to handle them effectively. A good leader manages them, creating a?harmonious environment.

Refusal of any initiative: he sees entrepreneurship as a threat. This lacks creativity and innovation. A good leader values ideas and encourages enterprise.

Mismanagement of time: everything is urgent, lacks planning and efficiency. A good leader plans activities and manages them strategically.

He ignores the needs of employees: he does not care about their growth or motivation. High turnover. A good leader values them, investing in their growth.

The worst leaders are those who do not share goals with the team, do not care about well-being or promote growth.

Some of my former leaders were terrible, but they improved my understanding of how I did not want to be. Observing them, I learned more from mistakes than from qualities. I understood which behaviors to avoid, which attitudes not to emulate. I learned to recognize dysfunctions and counterproductive methods. And these lessons were more useful to me than any training course.

Being a good manager is not just about managing activities and delegating responsibility. It is being a leader who inspires and motivates one's team to work together. Good managers understand that employees are their most valuable asset and treat them with respect and empathy. They listen to concerns, provide constructive feedback and create an open communication environment.

To avoid becoming a toxic leader, it is essential to prioritize communication and empathy. Listen to employees' concerns, take their feedback seriously. Provide clear expectations and feedback; admit mistakes. Create a?positive work environment, favor collaboration and innovation and support?professional growth.

Leading a team requires innate qualities and skills complementary to those that have led to individual success. People management,?strategic vision, motivation and empathy are skills that cannot be improvised. They are cultivated and refined over time, through experience and observation of those who have preceded you.

In short, while?professional ability?is the?Big Bang?of a career, leadership is its evolution and fulfillment. Not taken for granted, the result of a journey. It is important to keep this in mind, so as not to confuse roles and demand from a skilled technician also the stature of an excellent manager. Maradona was not a good coach! They are different trades, although complementary. Professional growth must embrace them both, without illusions.

In conclusion, being a good manager means being a leader who inspires and motivates one's team by creating a positive work environment. Prioritizing communication, empathy and collaboration, one can avoid becoming a toxic leader, leading a company to flourishing success. Do not fear your bright talents but rather create a system to help them grow. Remember that your employees are your most valuable asset; treating them with respect and empathy is the key to their success and yours.