Toxic leader

A toxic leader is a person who has responsibility for a group of people or an organization, and who abuses the leader–follower relationship by leaving the group or organization in a worse condition than it was in.
Marcia Lynn Whicker popularized the term "toxic leader" in 1996;

In his 1994 journal article "Petty Tyranny in Organizations" Blake Ashforth discussed potentially destructive sides of leadership and identified what he referred to as "petty tyrants", i.e. leaders who exercise a tyrannical style of management, resulting in a climate of fear in the workplace.Ashforth, Blake (1994) "Petty Tyranny in Organizations" ''Human Relations'' v.47, n.7,, pp.755-778.

Basic traits

The basic traits of a toxic leader are generally considered to be either/or insular, intemperate, glib, operationally rigid, callous, inept, discriminatory, corrupt or aggressive by scholars such as Barbara Kellerman.

Aggressive narcissism

This syndrome is also the 'Factor 1' in Robert D.Hare's Psychopathy Checklist, which includes the following traits:

* Glibness/superficial charm
* Grandiose sense of self-worth
* Pathological lying
* Cunning/ manipulative
* Lack of remorse or guilt
* Callous/lack of empathy
* Shallow emotional affect (genuine emotion is short-lived and egocentric)
* Failure to accept responsibility for own actions

Other traits

The United States Army defines toxic leaders as commanders who put their own needs first, micro-manage subordinates, behave in a mean-spirited manner or display poor decision-making. A study for th
Center for Army Leadership
found that toxic leaders in the army work to promote themselves at the expense of their subordinates, and usually do so without considering long-term ramifications to their subordinates, their unit, and the Army profession.

Ashforth proposed the following six characteristics to define petty tyranny:
# arbitrariness and self-aggrandizement
# belittling of subordinates
# lack of consideration for others
# a forcing style of conflict resolution
# discouragement of initiative
# noncontingent use of punishment: that is, punishment (e.g. displeasure or criticism) allotted without discernible or consistent principles; not dependent on, or necessarily associated with, undesirable behaviors.

Tools

* Workload: The '' setting up to fail'' procedure is in particular a well established workplace bullying tactic that a toxic leader can use against his rivals and subordinates.Rayner, C. and Hoel, H. A. (June 1997) "Summary Review of Literature Relating to Workplace Bullying" ''Journal of Community and Applied Social Psychology'' v.7, n.3, pp.181–191
* Corporate control systems: They could use the processes in place to monitor what is going on. Disciplinary systems could be abused to aid their power culture.
* Organizational structures: They could abuse the hierarchies, personal relationships and the way that work flows through the business.
* Corporate power structures: The toxic leader controls who, if any one makes the decisions and how widely spread power is.
* Symbols of personal authority : These may include the right to parking spaces and executive washrooms or access to supplies and uniforms. Narcissistic symbols and self-images (i.e. workplace full of self-portraits).
* Workplace rituals and routines: Management meetings, board reports, disciplinary hearing, performance assays and so on may become more habitual than necessary.

Heavy running costs and a high staff turnover/overtime rate are often also associated with employee related results of a toxic leader.

Key theorists

Jean Lipman-Blumen

In their book, ''The Allure of Toxic Leaders: Why We Follow Destructive Bosses and Corrupt Politicians—and How We Can Survive Them'', Jean Lipman-Blumen explained that there was and still is a tendency among contemporary society to seek authoritative, even dominating characteristics among our corporate and political leaders because of the public's own personal psycho-social needs and emotional weaknesses.

Lipman-Blumen noticed "toxic leadership" was not about run-of-the-mill mismanagement. Rather, it referred to leaders, who, by virtue of their "dysfunctional personal characteristics" and "destructive behaviours" "inflict reasonably serious and enduring harm" not only on their own followers and organizations, but on others outside of their immediate circle of victims and subordinates, as well. A noted rule of thumb suggests that toxic leaders leave their followers and others who come within their sphere of influence worse off than they found them either on a personal and/or corporate basis.

Lipman-Blumens' core focus was on investigating why people will continue to follow and remain loyal to toxic leaders. She also explored why followers often vigorously resist change and challenges to leaders who have clearly violated the leader/follower relationship and abused their power as leaders to the direct detriment of the people they are leading. Lipman-Blumen suggests there is something of a deeply psychological nature going on. She argues the need to feel safe,