3 Things You Can Do to Survive Inconsistent Untrustworthy Leadership Behaviour

inconsistent behaviour destroys trust

Inconsistent behaviour is toxic and destroys trust

Inconsistent behaviour prevents trust from being built and sustained. It is hard to survive. Distrust is a toxic symptom that may occur when a leader behaves inconsistently. This management style can lead to employees feeling uncomfortable, unappreciated and even betrayed.

Read John’s story about his boss Annette shows:

“…Annette tells me to do a job, and then when it is done she somewhat petulantly points out the other things I have not done. Even though they were never discussed, and are sometimes at odds with what was agreed”. However, “…Annette tells me she knows she changes her mind. However, she does not seem to remember that when she next changes her mind. I think she thinks I am hopeless…”

So how does this make John feel?

“I can’t trust the direction she gives, not because it is bad, far from it, it’s just I know she will not like what I have done without realising she has changed her mind.”

“…I don’t mind that she changes her mind if she acknowledged it. Then I would not feel so blamed… maybe she would not appear so angry”

“I don’t commit to my work as I much as I would like as it is never good enough and after a while I just feel rubbish”

What are your thoughts on John’s story?

Three things that John can do:

1. Take some time to talk to Annette. Explain how he is feeling and ask her how she is

2. Agree some boundaries, keep Annette updated with what you have agreed and if she changes her mind than agree how to convey that to you

3. Protect himself, don’t take inconsistent behaviour personally


Reach us at 07779 345 499, m.raymond@mwrconsulting.co.uk

Marjorie Raymond

Marjorie Raymond

T: 07779 345 499

E: m.raymond@mwrconsulting.co.uk

We have experience in developing senior managers and their team members – both on an individual and team level – so they can develop practical approaches that encourage positive, constructive behaviour. This, in turn, leads to the development of positive beliefs and values. We are ready work with you, to help you get the best out of your people.

Here are some examples of approaches that can be used and tailored to your individual needs:

  • Special projects, secondments and assignments
  • Mediation, to address workplace conflict
  • Personal development activities
  • Individual and group coaching…Coaching – a powerful way of developing people
  • Psychometric assessment, which can identify strengths as well as derailing behaviours and also include 360 degree feedback
  • Structured module for understanding the psychological contracts in your organisation, both at an individual or team level
  • Straight Talking: …Straight Talking create change through conversations