Leadership, Breaking Stereotypes, and Slam Dunking against Toxicity

Hi, LinkedIn fam! We're back with our popular series, "Becoming a Better Leader". Today, let's explore an area often tucked away in hushed whispers — managing toxic leaders in the world of Talent Acquisition. Strap in as we navigate these murky waters yall.

A couple of years ago, I mentored a determined Talent Acquisition Leader, we can call her "Lisa". Her passion for her role and her commitment to fostering an inclusive work culture was soo inspiring. Lisa was known for her dedication to building an inclusive work environment. Yet, there was a storm brewing, by a senior executive, we can call him "Tom" ?? .

Working with Tom was a real puzzle. Picture this--> a boss who doesn't answer emails, misses messages, and is more interested in the bottom line than the team's morale. And if that wasn't challenging enough, imagine him being stubborn as a mule, switching up tasks out of the blue, and having a knack for using words like "always" and "never". All these made working under him pretty tough, stirring up a pretty stormy atmosphere in the office.

Even though Lisa was a fighter, she was starting to buckle under the pressure. Good employees were leaving in droves and recruiting new talent was like searching for a needle in a haystack. In one of our coaching sessions, Lisa opened up about these struggles. That's when I offered some strategic advice that I think could benefit many of you..

First off, I told Lisa she needed to start keeping track of Tom's antics. She needed hard evidence, so she began to record every instance of Tom's non-responsiveness, sudden changes in tasks, and damaging comments.

Next, I suggested Lisa sit down and have a heart-to-heart with Tom. Sure, it would be a tough nut to crack, because of Tom's communication style, but speaking openly about how these issues affect the company's success might spark a change.

Then, I pointed out that involving a neutral third party in these conversations could be helpful. Think of it as a referee in a basketball game,(minus the one that refereed the play off game for the Lakers ??), someone unbiased who can mediate the conversation.

Lastly, I suggested Lisa push for leadership training in the organization. This kind of training could help leaders like Tom see the effects of their actions and learn better ways to lead.

With these strategies up her sleeve, she took action. She kept a detailed record of Tom's behavior, bravely sat him down for a talk, and involved a neutral third party in their discussions. And the three words I told her were, "Don't BACK DOWN". I advised her to be honest, making it clear how her concerns were about the company's success not anything personal.

In addition to all this, I suggested leadership training for the entire company. So Lisa convinced the higher-ups to implement a 360-degree feedback process (that I was happy to help implement.) This allowed everyone in the team, including Tom, to receive anonymous feedback on their performance.

Slowly but surely, things started to change. Tom began responding to messages, became more consistent with his tasks, and even started caring about the team's morale.

I won't lie, it was a tough journey. It took a lot of patience, persistence, and strategic planning between me, Lisa, and Leadership. But her story is a clear reminder of the importance of stepping up and tackling toxic leadership head-on. I remember being that person in the early parts of my career that allowed people to walk all over me because I didn't want to be viewed as the 'angry black female.' Deathly afraid that if I spoke up, they would replace me for the soft spoken and compliant black female instead. Until one day, I cared more about my team, the work atmosphere, and being a leader that my team could depend on.

That was the day I chose to take control, stand up for what I believed in, and turned a deaf ear to those stereotypical fears. I refused to be silenced by the fear of being replaced or stereotyped. Instead, I chose to lead with courage, authenticity, and an unwavering commitment to fostering a healthy, inclusive work environment. And let me tell you, the rewards have been worth every challenge. It transformed not just my career but the careers of those around me, fostering a work culture that thrives on respect, trust, and collective success with every company I consult with. And if I can do it, so can you. Because ultimately, leadership is not about fitting into a mold, it's about breaking barriers and championing change. It's about standing tall and strong, like LEBRON JAMES on a basketball court, ready to turn the game around, no matter what the score says.

So, until our next time-out in this series, remember--> As leaders, we're like the star players in a basketball ?? game. Even if the scoreboard is against us, it's our job to dribble through obstacles, set up the plays, and aim to win. Keep growing, keep leading, and treat every setback as a SET UP to win. Remember, we're all part of the same team, and together, we can turn the game around.