When It’s Time to Move On: Leaving Behind Toxic Leadership Practices That Hold You Back

In any career, there comes a point when staying with a company no longer benefits you — it stifles your growth, undermines your efforts, and keeps you in a cycle of frustration. But what happens when it's not the work or the team that’s the problem, but the leadership? What if the leadership culture actively holds you back, refuses to acknowledge your expertise, and undermines your efforts to grow?

This situation can often be particularly toxic when it’s not just one or two bad managers — but when these practices are entrenched from the top down, even reaching the office of the CIO. You find yourself in critical roles, performing essential tasks that the company relies on, yet you’re kept in a position where you're never given the opportunity to advance. Your contributions are underappreciated, and you’re continuously disrespected by individuals who lack the qualifications or humility to recognize your value.

The Role You Play vs. The Recognition You Get

It’s easy to get caught up in the notion that just because you’re in a critical role, you must be in line for promotion or greater recognition. But when leadership uses your skills to maintain a fragile status quo while blocking your professional growth, it can feel like you’re feeding into a broken system.

The most toxic environments often occur when you're put in a key position, your work is relied upon to keep operations running smoothly, but your contributions go unnoticed. Despite your certifications and expertise, leadership undermines you — whether through dismissive comments, questioning your qualifications, or acting as if they know your field better than you do.

This happens most frequently when leadership is insecure, especially if they don’t hold the same level of expertise you do. They may see your success as a threat, and rather than fostering your development, they attempt to minimize your potential, often publicly diminishing your skills. This is a sign that the system isn't interested in developing its talent; it's simply using it to prop up leaders who feel insecure in their roles.

Proverbs 16:18 says, "Pride goes before destruction, a haughty spirit before a fall." This applies to leadership that is more focused on their own pride and insecurity than on recognizing and nurturing the talents of others. Leadership that fails to acknowledge the skills and potential of their employees often leads to dysfunction and stagnation in the organization.

The Governance Blindspot: Titles and Authority

One of the most revealing signs of an unhealthy leadership culture is when leadership refuses to give you the proper titles or authority that match your expertise. This can be especially infuriating when you hold certifications and experience in governance structures or project management, and yet, your input is sidelined.

This doesn’t just happen in entry-level roles; it can affect seasoned professionals and leaders in the company who are unable to climb the ladder because leadership is more focused on maintaining a false sense of superiority than enabling their team members to thrive. By denying you the title and authority your work demands, leadership essentially keeps you tethered to a role with no growth potential, all while failing to understand the governance principles that could drive the company forward.

In these environments, the leadership often lacks the seasoning and perspective to understand the importance of recognizing individual contributions. This lack of awareness can lead them to hold onto positions of power longer than they should, leaving talented employees in the shadows.

James 4:6 tells us, "God opposes the proud but shows favor to the humble." Leaders who embrace their ego and pride often fail to see the value of others, especially when they feel threatened by their potential. Humility is a vital trait in any leader — and without it, they risk losing the trust and potential of their employees.

The Political Game

Politics often play a huge role in the advancement of individuals within organizations, especially in corporate environments. However, when leadership does not allow you to network, collaborate, or engage with others who could help you progress in your career, it’s clear that they are intentionally keeping you isolated. The goal isn’t to develop you — it’s to control your potential for their own personal gain.

Rather than helping you grow, they actively try to keep you in a position where you’re more of a resource than a peer. The fear of you advancing beyond them creates an environment where they use their political power to block your path. This isolation can feel like a constant battle against a system that’s rigged to keep you exactly where you are.

Ecclesiastes 4:9-10 says, "Two are better than one, because they have a good return for their labor: If either of them falls down, one can help the other up." Good leadership recognizes that success is built on collaboration and mutual support, but when leadership engages in isolation tactics, it undermines the very growth and success that drives the organization forward.

When It Goes All the Way to the Top

The most difficult situations occur when these toxic behaviors go unchecked, especially when the culture of undermining and restricting growth spans all the way to the CIO or top leadership. If senior leadership — including the CIO — perpetuates this environment, it’s likely that no internal strategy will work to shift the culture.

When you’ve exhausted all options to correct the situation and can’t break through the political or governance barriers that have been set up, it’s time to face the reality that staying is not in your best interest. The organization is not set up to see you succeed. No matter how hard you try, no matter how much you perform, you’ll always be kept on the outside.

This situation isn’t unique to any one company. Throughout my career, I’ve seen this play out time and time again. It’s far more common than people realize. But knowing how to spot these toxic behaviors and timing your exit strategically is crucial. Extracting everything you can from such an environment — be it experience, knowledge, or skills — will prepare you for the next step in your career.

Leaders with pride and ego will likely say, "We can find someone else." And you know what? More power to them. The truth is, you're better off without them. You're not just an expendable resource; you're a highly skilled professional who deserves to be in an environment that values your contributions, fosters your growth, and helps you advance.

The Decision to Move On

Leaving a company, especially one where you’ve invested time and effort, is never an easy decision. It’s emotionally taxing, particularly when you’ve given so much of yourself to your work. But sometimes, the most responsible decision for your career — and your mental well-being — is to step away.

Here’s when it’s time to move on:

• You are consistently undervalued: Your expertise and contributions are dismissed, and leadership makes no effort to provide the recognition or opportunities you deserve.
• Your career growth is blocked: You’re in a critical role, but your opportunities to advance are continually held back by those in power.
• Your input is disregarded: Leadership undermines your suggestions and ideas, despite your qualifications and experience, leaving you feeling powerless.
• Toxic politics control the environment: The organization is more focused on political maneuvering than actual progress, and you’re kept out of the networks that could help you grow.
• Leadership is entrenched and resistant to change: The CIO and other senior leaders are part of the problem, making it impossible to affect change from within.

When these patterns emerge and persist, it’s time to stop feeding the bad practices that keep poor leadership in power. It's time to prioritize your career growth and well-being. You deserve to be in a place that values your expertise, fosters your growth, and supports your advancement. Don’t let toxic leadership hold you back from reaching your potential.

Leaving a company where leadership undermines you may feel like a difficult choice, but it’s often the best decision you can make for your career and personal happiness. Don’t stay just because you’re comfortable or fearful of change — sometimes, moving on is the only way to escape a cycle of stagnation and frustration. Seek out an environment that supports your growth, challenges you to improve, and allows you to thrive.