Toxic Leadership Traits: Four Ways to Avoid Them

As a leader, you need to be able to see the big picture, but also be able to get into the weeds and make sure your team is doing what needs to be done. It's a delicate balance that can make or break your leadership efforts—and it's one that many leaders struggle with at some point in their careers. While doing this, it's easy to slip into micromanagement—one of the five toxic leadership traits we discussed in our last article.?

As a recap of our last post, how do toxic leaders behave? Well, they can be micromanagers who don't trust anyone else to do their job. They may lack integrity or have no self-awareness about their own shortcomings as a leader. They may overemphasize results at the expense of taking care of their team members. And worst of all, they may lack personal accountability for their actions—making it impossible for them to take responsibility for anything that goes wrong under their leadership.

Now that we know what to look out for, let's talk about ways to avoid these toxic leadership pitfalls. Let’s get started.?

Ask for Feedback

There’s no better way to avoid being a toxic leader then by learning how others perceive you as a boss. Is there anything they would like to change? Are they feeling supported? Do they feel safe speaking up when something isn't right? If not, how can you improve on this aspect of your leadership style?

If there are problems in any of these areas, then seeking feedback from people who work closely with you can help identify them before they get out of hand. Asking questions like: "How do I make sure my team feels comfortable coming to me with concerns?" and "How can I make sure that my team members know how much I appreciate their hard work?" will help uncover issues early on and give them an opportunity for resolution before they become bigger problems down the road.

Feedback allows you to get an objective perspective on how you're leading your team. They might tell you that they think your decision-making process is unclear, or that they're having trouble following through on tasks because of how often you change direction mid-project. It may not seem like much at first glance, but this kind of information can be invaluable in helping leaders avoid toxic behavior (like micromanaging) while also improving the performance of their teams overall.

Be Open-Minded

It's easy to get defensive and shut down the conversation rather than listen and learn from feedback. But if we can make an effort not only to listen but also stay open-minded when receiving feedback, we can see issues or problems more clearly and make positive changes accordingly.

A leader who is open-minded can better understand the viewpoints of others, which means they are more likely to be able to respond appropriately when those views differ from their own. This is crucial because it allows the leader to understand where they need to make changes, while also creating avenues for constructive collaboration between themselves and their teams.

It's important to be open-minded because it helps prevent you from becoming too arrogant and self-assured, which is a common trait among toxic leaders. If you're willing to admit that there are lots of ways of doing things and lots of ways of seeing the world, then it's much harder for you to get stuck in an echo chamber where everyone agrees with and reinforces your own beliefs and assumptions.?

Be Empathetic

Empathy is often seen as a soft skill that isn't easily quantifiable or measured in a performance review—but research has shown that empathy is an essential quality for leaders who want their teams to thrive. When you show empathy for others, they will feel more comfortable taking risks (and admitting mistakes) because they know that you understand where they're coming from and won't judge them.

Toxic leaders don't see their employees as people, just as pawns in their own game of chess. But empathy teaches leaders that every employee has a unique perspective, background, and history—and it's up to you to understand those things in order to get the best out of your team. Without empathy, your employees will feel like they're just being manipulated by you. And that's exactly what toxic leaders want—it allows them more control over the situation and makes them feel powerful.

Empathy helps you connect with your employees on a deeper level than simply saying "do this" or "do that." It allows you to understand why they do what they do, which will help you get to the root of problems and find solutions that will benefit everyone. It’s easy to get caught up in your bubble and forget that behind the job titles are human beings with their own peculiar needs. For example: if you see someone struggling with a task, do you assume they are incompetent? Or do you realize that this person may have recently lost a family member and is trying to cope with their grief while also doing their job?

Be Self-Reflective

Ensure you're aware of your emotions and how they affect your decisions. If something is making you frustrated, take some time to process what's going on before making any big decisions or taking action.

When we're in the midst of leading, it can be hard to step back and see things clearly. We get caught up in the day-to-day chaos and don't have time to think about what we're doing right or wrong. This is why it's so important to take some time out regularly to reflect on your leadership skills, what you could do differently in order to improve them, and how they've been working out so far.

When we take these regular breaks from our busy schedules, we're able to see how our actions are affecting others around us—and this helps us shift our focus onto making sure each person feels supported and cared for. It also gives us a chance to reflect on any toxic behavior that may have slipped out during times when our minds weren't fully engaged with what was happening around us (e.g., when we're tired or stressed).

In the end, it's not about being a "perfect" leader. It's about being the best version of yourself as a person and leader. Asking for feedback from your employees is one of the best ways to learn how you're doing as a leader and how you can improve. Take the time to reflect on how you're treating others and how they're responding to you—and then adjust your leadership style accordingly. The more open-minded, empathetic, and self-reflective you are, the better off everyone will be.

Now it's your turn -? what are some ways you avoid toxic leadership pitfalls?

Dr. Rubina F. Malik is a scholar, strategic advisor, and a global learning and development expert. As a champion of mentoring, career sponsorship and leadership development, she helps organizations enhance the engagement, retention, and promotion of diverse candidates. Competitive edge-driving organizations from start-ups to Fortune 500 global brands depend on her support and expertise to propel programs such as mentoring, career sponsorship and leadership development. www.rubinafmalik.com?