Maybe you recently inherited a new CEO or other type of leader (religious, political, coach, etc), who has the reputation for being a bad boss or bully. You worry that there is nothing you can do to ensure your work environment is positive. Your nerves are shot as your bully leader creates disaster after disaster and drives employees and customers away. You may not be able to control that person, especially if they are in a much higher position than you are. Sadly, the power paradox is alive and well with some leaders moving up without the necessary EQ (emotional intelligence) or DQ Decency quotient) skills needed. There is, however, still plenty you can do to create a positive work environment within your own work area or community.
Often, we think there is nothing we can do to demonstrate ethical and inspiring leadership if we are working in a toxic organizational culture. While it is true that it makes it harder when you have bad bosses, they don’t control the entire firm. They may think they do and you may initially think the same thing, but do they really? Doesn’t the business continue moving on and making progress despite them? You still have impact on those who directly report to you. And, they are watching how you respond to the harmful or corrupt boss.
So what can you do as a leader to build a positive work culture:
Continue to serve as a positive role model yourself. This is a time when it is critical to lead by example and not stoop to their level of depraved behaviors, disrespectful comments, and attacks on others. Model respectful behaviors. You can set the tone for others in your own work unit. Remember, positivity spreads. It builds hope for a better future.
Be encouraging to your team and provide support to them as they deal with the tyrant boss. Encourage them to share positive things about each other to cheer each other on. Make it a point to recognize someone from your team each week, even in small ways.
Find other positive role models and allies in the firm. Highlight their respectful behaviors to your own direct reports.
Set boundaries with those who engage in bad behaviors, even your boss. Take a stand on the issues that are most critical to you, whether it is how they speak to you or the extra work they assign after hours or how they treat your direct reports. Some respond well to those who stick up for themselves. Of course, make sure you keep your safety in mind. In addition, try to insulate your own direct reports from the boss’ destructive behaviors.
Disengage when necessary. Sometimes silence or leaving in a calm way will go further than engaging with the bully boss.
Document specific incidents, including dates, behaviors, and any witnesses. If you have a human resource department, go to them to report what you have documented. It’s important to put those actions on record since it enables the HR department to see patterns of behaviors. Generally, a person who engages in hostile behaviors does this with many people and over time.
Practice self-care and stress management for yourself. Make sure you are getting enough sleep, exercise, and spending time on your hobbies. In addition, set up self-care opportunities for your team so that they can de-stress.
As Brooks (2015) in The Road to Character notes, focus more on your eulogy self vs. your resume self to ensure you are expending energy on building your character, not just your work self at that firm.
Leave the organization if you have to for your own mental health. No boss is worth losing your sanity and health over. More than likely, some of your direct reports will probably go with you.
Bad bosses don’t last forever. Sure, they last longer than we want them to but at some point it does catch up to them. Continue to take the high road to protect yourself and your direct reports from being manipulated into following their negative behaviors. This will ensure that you survive and thrive, whether you stay in your current position or leave the organization.