What should companies do with Toxic Leaders?

I want to thank first the following who contrirbuted to this magazine article that has certainly helped strengthen my research in combating #toxic Leadership.

Venus Pagobo , Kathy Eastwood , Anand Kulkarni , M. Aqib Kesodia , Sean Lakey , Steve Hildebrandt , BENIDIE OCHOA , Suraya K A Rahman- Clarity Coach , Anne K Scott - Catalyst, Strategist, Advisory Board Member ?and ALL that contributed to make this artilce possible.

Orginal Comments:

What should companies do with Toxic Leaders?

Comment 1

Evaluate whether they have the awareness and capacity to change. If they are simply ill-equipped then take a moment to invest. If they refuse to recognize their blind spots, then it is time to help them move on. We do not do enough to invest in our managers and yet we expect them to excel. We wouldn't hire an accountant that was not probably trained, why do we promote individuals into management with the same investment?

Comment 2

Toxic behaviour is circumstantial, no one is toxic by choice, there could be some trigger that has developed this trait in the individual , get to the root cause and build this individual as a true leader! Coaching is one of the measures. Firing is the easiest way to get rid of toxicity and as an organisation we should not lose the investment done so far on the leader , remember no one is bad by choice !

Comment 3

Depends on the level of toxicity. I have learned some people truly are evil, steal ideas, make isolated threatens, miss use their position, blame others for their mistakes, and retaliate. Someone in a lower position than that toxic boss only safe place is resigning. HR protects the company.

Comment 4

Identify the reason why such attitude has been adopted. We have to listen to both side viewpoints. The subordinates never like the superiors because they have the power to judge their performance. Leader can be soft, but subordinates may have forced him to adopt such attitude as it is producing desired results. It can easily be the other way around. So proper and impartial investigation is required.

Comment 5

First reaction, fire them. A true leader builds the team. Detoxify through partially applying policy and procedure as two examples. Provide a framework for a Toxic leader to ascertain toxicity and set a target to shift the mindset, which should be encapsulated in the Company ethos/goals.

Comment 6

it depends upon if they are willing to adapt/change their behavior. In some cases, going on a different direction is definitely the progressive alternative.

Comment 7

I believe in giving chances to improve. In some ways or the other way around let’s be positive and take the good things that we can learn from toxic leaders not all toxic leaders are bad. They just believe that their ways and leadership is for the better not realising its too much that it leads to anxiety and later resignation.

Comment 8

Help them change and in the process of changing, if they don't like it, they will leave on their own accord.

Comment 9

Serve them... companies need to have strong leadership programs, real leadership programs serving people to understand what it means to be self-referential, self-determined and self-responsible not just the process of running/leading a company. If we don’t know how to lead ourselves we can lead others.

Comment 10

I believe everyone deserves a chance to change. If a person became a leader - there was a reason for that. Why is this leader toxic? I'd seek for this answer. And if person is ready, company should help to a develop healthy leader instead.

Comment 11

Toxic leaders may not always be self-aware of what they can do and how much they can influence.

Comment 12

People have their own shortcomings. If your company's culture is your priority, helping your toxic leaders should be an example of how effective your culture can be if it changes your toxic leader for the better. Give chances to people and if they show no signs of progress, that's when you fire them. Give them the opportunity to grow and become better. You'll be surprised at how good they can become.

Introduction:

Toxic leaders can harm both the organization and its employees. Their negative behavior can reduce productivity, morale, and cause conflicts in the workplace. Therefore, it is essential for companies to identify toxic leaders and address their behavior. However, the question remains; what should companies do with toxic leaders? In this paper, I will evaluate the group of comments and offer my own perspective on this issue.

Evaluation of Comments:

The first comment suggests that companies should evaluate whether toxic leaders have the awareness and capacity to change. If they lack the necessary skills, the company should invest in their development. However, if toxic leaders refuse to acknowledge their blind spots, the company should consider letting them go. I agree with this comment as it emphasizes the importance of investing in managers' development, as we would with other employees.

The second comment suggests that toxic behavior is circumstantial and is often triggered by certain events. Therefore, the root cause of toxic behavior should be identified, and the individual should be coached to become a true leader. Although I agree that the root cause of toxic behavior should be identified, it is not always possible to coach someone out of their toxic behavior. In some cases, it may be necessary to let them go.

The third comment suggests that some toxic leaders are simply evil and should be fired immediately. Although I agree that some individuals may not be able to change, it is essential to investigate the situation impartially before making any decisions.

The fourth comment suggests that a framework should be provided to help toxic leaders change their behavior, and the company's ethos/goals should be encapsulated in this framework. I agree with this comment as it suggests that toxic leaders can change their behavior with the right support and guidance.

The fifth comment suggests that some toxic leaders may need to be removed from their position and pursue a different direction. I agree that in some cases, it may be necessary to let toxic leaders go if they are unwilling to change.

The sixth comment suggests that toxic leaders should be given a chance to improve. Although I agree that everyone deserves a chance to improve, it is essential to set clear expectations and monitor progress regularly.

The seventh comment suggests that companies should provide leadership programs to help toxic leaders understand what it means to be self-referential, self-determined, and self-responsible. I agree that companies should invest in developing leadership skills and provide support to toxic leaders to become better leaders.

The eighth comment suggests that companies should seek to understand why the leader is toxic and, if possible, help them become healthy leaders. Although I agree that it is essential to understand the root cause of toxic behavior, it is not always possible to change someone's behavior.

The ninth comment suggests that toxic leaders may not always be self-aware of their behavior and the impact it has on others. Therefore, it is essential to identify toxic behavior and address it promptly. I agree that it is important to address toxic behavior as soon as it is identified to minimize its impact on others.

The tenth comment suggests that companies should give toxic leaders a chance to grow and become better. Although I agree that everyone deserves a chance to improve, it is important to set clear expectations and monitor progress regularly.

Conclusion:

In conclusion, toxic leaders can harm both the organization and its employees. Therefore, it is essential to identify toxic behavior and address it promptly. While it is important to provide support to toxic leaders, it is also important to set clear expectations and monitor progress regularly. Companies should invest in developing leadership skills and provide support to toxic leaders to become better leaders. Ultimately, if toxic leaders are unwilling to change their behavior, it may be necessary to let them go to minimize the negative impact on the organization and its employees.