The deadliest person on your team is a high performing toxic person.
- Brag about using power and manipulation to get what they want out of others.
- Blame you when they offend you. Somehow it’s your fault that they offended you.
- Expect you to help them, but don’t have time to help you.
- Need you to keep secrets. Secrets create toxic environments.
- Interrupt when you’re talking.
- Resent showing honor to ‘underlings’. Toxic bosses expect honor, but seldom give honor.
- Expect special treatment.
- Complain about others. Toxic people seldom have anything good to say about anyone except themselves.
- Put you on your heels. Toxic people make you feel defensive.
- Seldom apologize. Toxic people have lots of expectations for you.
10 questions that expose toxic people:
- What are you learning?
- How many people have you helped earn promotions?
- Tell me about one of your failures.
- What have you learned from failure?
- When was the last time you apologized? What did you say?
- Who have you recently helped? What did you do that was helpful?
- When were you wrong?
- When was the last time you changed your mind?
- What percentage of your time is spent listening? Talking?
- When did you last say thank you?
5 projects for the toxic:
Some are toxic out of ignorance or incompetence.
Projects help those who commit to growth and development.
- Gratitude projects.
- Seeing strength projects. List the top three strengths of everyone on the team, for example.
- Honoring projects. Use the above list as an opportunity to show honor.
- Listening projects. Don’t use the word “I” when listening, for example.
- Helping projects. Show up to help a team member at least once a day.
Humble a toxic person with accountability. Have hope if they respond well.
Tolerance is deadly when it comes to toxicity.
Who do you think is the deadliest person on a team?
How might leaders deal with toxic people?