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Presenting …..

Presenting …. Toxic Leadership and Management. Presented by Danae Guthrie. Introduction. I know what a toxic leader or manager is…. The toxoboss is a boss from hell … Right?. Introduction. Is this the guy … I mean lady?. Introduction. How about this one?. Introduction.

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  1. Presenting …..

  2. Toxic Leadership and Management Presented by Danae Guthrie

  3. Introduction I know what a toxic leader or manager is…. The toxoboss is a boss from hell … Right?

  4. Introduction Is this the guy … I mean lady?

  5. Introduction How about this one?

  6. Introduction … Or this one?

  7. Understanding what Toxic leadership is all about Toxic leadership is all about energy destruction. Toxobosses destroy energy, that is they destroy the essential vitality that allows the organisation or group to grow, survive, adapt and thrive. Toxobosses create environments which become contagious energy vampires.

  8. Types toxic leaders • Type A – The bully boss

  9. Types toxic leaders Type B – The charming user

  10. It’s all about leadership Leadership is not some lucky lottery ticket we may be lucky enough to pick up along the way. We all have the ability to become great leaders, because leaders are grown, not born.

  11. Toxic leaders experience the following: High staff turnover Low energy Lack of motivation Frequent customer complaints Consistent excessive overtime costs Excessive leave Toxic vs. Great Leadership. What’s the difference?

  12. Frequent requests for transfers • Increased overhead costs • Disciplinary action • Suicide • Attempted suicide • Poor service delivery

  13. Great leaders experience the following: Loyal staff members Focussed energy Inspired staff Frequent compliments No overtime costs Toxic vs. Great Leadership. What’s the difference?

  14. Excessive unused leave Frequent promotions Under budget overhead costs Self managed staff High energy levels Frequent “Wow” experiences

  15. Toxic Trends • Low levels of loyalty • Weak leadership/ incompetent leadership • Labour/ HR issues • Sabotaging/ scapegoating • Time leakage/ ineffective work ethic • Expansion without growth • Bureaucracy

  16. Causes of toxicity • Unrealised expectations • Frustration • Toxic followers • Ignorance • Mindset differences

  17. Symptoms of toxicity • Low productivity, low energy, apathetic employees • High staff churn • Lack of motivation • Frequent customer complaints • Cliques, division, racism and/or favouritism • Consistent excessive overtime costs • Excessive leave/ leave abuse

  18. Symptoms of toxicity cont.. • Staff who behave like children or need to be micro-managed • Frequent requests for transfers • Increased overhead costs • Employees who take a long time to make decisions or allow themselves to get bogged down in bureaucracy • Frequent disciplinary action • Suicide/ Attempted suicide

  19. Symptoms of toxicity cont.. • Jocking for power or favouritism • Increase in the number of chance takers and rule breakers • Poor service delivery • Third party offences and majoring in minors • Few or no creative/ innovative thinkers • Staff who do not feel valued & therefore actively seek validation elsewhere

  20. Tox Test

  21. Q & A

  22. Toxic Spirals Stage 1 – Toxic leader/ manager is introduced into environment. Environment starts “leaking” positive energy and the environment starts developing “sick” symptoms. Stage 2 – Followers in direct or immediate contact with the toxic leader/ manager become “infected”. As this happens positive energy slows until it is eventually stopped completely.

  23. Toxic Spirals cont.. Stage 3 – Toxicity levels increase in this area until it starts spilling into other areas. These areas follow the same path as their predecessor. Like a cancer, toxicity infects the whole organisation, creeping into healthy areas leeching away the organisation’s life force, its energy. At this point the organisation stops growing (it may expand, but it will not grow).

  24. Toxic Spirals cont.. • Stage 4 – This spiral continues within the organisation until the entire organisation is toxic and is cannibalising itself. When the organisation has no positive energy left the organisation either starts to die or looks for other sources to “feed” on and “infect”.

  25. Detoxing toxobosses • Identify the toxoboss and present a plausible case to the toxoboss • Help them see and acknowledge their toxic actions – this should be done factually and sensitively. Short introspective courses of between 3-5 days are ideal for this step.

  26. Detoxing toxobosses • Help the toxoboss to take ownership of his/her toxicity – this is probably the most difficult step in the process as often the toxoboss will try to weasel out by blaming, explaining or giving up. Your challenge in helping the toxoboss is getting him/her to accept expert help in the form of e.g. coaches, mentors, expert specialists etc …

  27. Detoxing toxobosses • Chunk down toxic actions to bite sized portions with set goals– help them set individual goals starting with those things that will create the greatest impact, stick with a maximum of 2-3 changes, make sure that they are achievable in a relatively short time span. Once again coaches and corporate energy specialist are ideal for this step.

  28. Detoxing toxobosses • Monitor progress and adjust – meet regularly with the toxoboss. Chances are high that the toxoboss will spend a large chunk of the time complaining about the appointed expert, their leader and their followers. Do not be alarmed this is normal. Listen, smile and ignore, rather rely on visible results and facts.

  29. Detoxing toxobosses • Implement preventative structures - like 360 evaluations, expectation evaluations and transparency portals. Ensure that it is not comfortable for the toxoboss to remain toxic and/ or hide toxic actions. • Actively work on developing an organizational culture that rewards great leadership and challenges energy destructive practices.

  30. Conclusion “Perseverance is more prevailing than violence; and many things which cannot be overcome when they are together, yield themselves up when taken little by little.“

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