5 Toxic Behaviors Leaders Can’t Ignore (and how to respond)
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Your team's culture is only as strong as the worst behavior you allow.
As leaders, we often face a critical choice: address difficult behaviors head-on or hope they resolve themselves. The truth is, what you permit, you promote.
Here are five toxic behaviors that can undermine your team's success, along with specific strategies to address them:
I.
The Meeting Bulldozer
When team members consistently interrupt others, dominate discussions, and talk over quieter voices, they create an environment where diverse perspectives are lost. This behavior not only stifles creativity but can lead to decreased engagement from other team members.
How to Respond: "I notice you have a lot of energy around this topic. I need you to create space for others. Let's hear from [team member] who hasn't shared yet."
This response acknowledges the person's enthusiasm while firmly establishing the need for inclusive discussion.
II.
The Passive-Aggresor
Subtle digs in meetings, undermining emails, and sarcastic comments create a toxic undercurrent that can poison team dynamics. This behavior often goes unchecked because it's less overt than other forms of conflict, but its impact can be just as damaging.
How to Respond: "I sense you have concerns. Let's discuss them directly. What specific issues do you need me to address?"
This approach brings hidden issues into the open where they can be properly addressed.
III.
The Deadline Dodger
Missing deadlines without warning, offering last-minute excuses, and creating cascade failures can derail entire project timelines. This behavior doesn't just impact individual performance—it creates ripple effects throughout the team.
How to Respond: "Missing deadlines impacts the entire team. I need you to flag risks early. What support do you need to meet commitments?"
This response emphasizes accountability while offering support to address underlying issues.
IV.
The Credit Taker
When someone claims others' work as their own, minimizes team contributions, and spotlights personal achievements at the expense of team recognition, they damage trust and collaboration.
How to Respond: "I know this was a team effort. Walk me through everyone's contributions so we can recognize them properly."
This approach creates an opportunity for fair recognition while diplomatically addressing the behavior.
V.
The Decision Underminer
Agreeing in meetings but disagreeing afterward, creating side conversations, and slowly eroding team alignment can create confusion and harm team unity. This behavior makes it difficult to build momentum and trust.
How to Respond: "We need to present a united front. If you disagree, bring it up in our meetings. What concerns haven't been addressed?"
This statement encourages transparent communication while reinforcing the importance of team alignment.
How you respond to bad behavior sets the tone for your entire team. Leaders should emphasize not just what we do, but how we do it.
Every time you address—or fail to address—toxic behavior, you're sending a clear message about what's acceptable in your team culture.
Your coach,
Chris
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