In my last blog I discussed how inconsistent behaviour destroys trust. Imagine then how it feels if a leader or team member is suffering from a personality disordered or experiencing a period of mental ill-health? Often a toxic environment develops. This is particularly difficult when it is the leaders whose behaviour is problematic.
The work environment may feel unstable, contradictory and ultimately toxic; within an environment like this it is hard to flourish and almost always leads to a feeling of distrust.
A leader with a personality disorder also shows further destructive behaviours within their personal relationships at work. Personality disordered leaders, for example narcissists, often attain promotion in organisations. If you’d like more information have a look at my earlier blog ‘Charming the birds off the trees’. Click here http://mwrconsulting.co.uk/?p=243: .
If you have toxic leadership in your organisation then ensure you act now to get them the help and support that they need.
Things you can do:
- Provide a Corporate governance framework and policies that ensure welfare by holding key individuals accountable. Specifically:
- Consider the use of upwards and 360 degree appraisal the performance management process
- Implement a whistle-blowing mechanism that provides anonymity for concerned people to call out a problem
- Build, motivate and provide direction to leadership teams throughout the organisation
- Set clear vision, strategy, objectives and goals
- Coach and train and support people:
- Many people experiencing difficult and emotionally draining life experiences when given support and understanding will recover their functioning. Organisations that do this well often find that trust in the organisation, its leaders and within teams may be successfully rebuilt.
- However, those people with unhealthy or disordered behaviours are unlikely to believe there is any need for them to be coached. They are unlikely to have the motivation to change. If they do accept the idea, identify a coach with in-depth experience of coaching personality disorders.
- Where evidence arises about distrust that seems to point to the dark side of an individual leader, the organisation should be prepared to act.
- Some personality disorders can cause such organisational havoc that it is best to avoid employing them in the first place. For more information see my earlier blog here: http://mwrconsulting.co.uk/?p=339
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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