Addressing Toxic Workplace Behavior

As a junior lawyer, I learned that nearly every mistake is fixable (even if some are harder than others). So it's extra important to avoid the ones that can't be fixed. 1️⃣ Breach of ethics / professional conduct We know what they are - lying, breaking confidentiality, conflicts of interest etc. But it can feel different when we're in our first job and a senior lawyer tells us “it’s fine” or “just do what you’re told”. If you're in this situation: - Confirm the instruction in writing. Hopefully, it's a misunderstanding and not an ethics breach. - Raise the issue with somebody else. Either another senior lawyer, or the General Counsel / risk partner that most firms have. - Don't risk your practising certificate. Maybe the job doesn't work out (good riddance!), but more will come. 2️⃣ Missing limitation periods and time bars This includes statutory deadlines (e.g. limitation periods), contractual time bars (e.g. notice requirements under construction contracts), and missing registrations or protections (e.g. failing to register security interests on time). To avoid these mistakes: - List out all relevant timeframes / dates when you receive instructions. - Clarify which deadlines are "hard stops" vs where extensions are possible (e.g. certain court dates). Check with a senior lawyer if you're not sure. - Diarise key deadlines in your calendar (and share with your team). I've made plenty of mistakes in my career. But I continue to practise because I'm able to fix them - and I'm extra cautious about these 2 types. 💬 What else would you add to the "unfixable" list? Anything else junior lawyers can do to steer clear of these? -------- Btw, if you're a junior lawyer looking for practical career advice - check out the free how-to guides on my website. You can also stay updated by sending a connection / follow. #lawyers #legalprofession #lawfirms #lawstudents

I had to learn this one first hand. It was a company I'm very close to and it was sad to see. When you're staring this in the face, it's tempting to try and explain it away. But in the end, who gets protected inside an organization is an undeniable sign of a toxic culture. Why else would leadership protect toxic people? What does this typically look like? It's a system where people receive protection, support, and opportunities even though they engage in harmful behaviors, like throwing others under the bus, while ethical, collaborative employees may be overlooked or punished. In such environments, leadership may protect favored employees, often those who are politically connected or who meet a perceived bottom line, regardless of their conduct or the negative impact on the team. Here are three telltale signs of a toxic workplace: 1) Favoritism Toxic workplaces often exhibit a culture of favoritism and cliques where protected individuals are rewarded despite creating problems for others or engaging in unethical behavior. 2) Blame and Lack of Accountability In a toxic environment, the protected individuals are often the ones who are allowed to blame others or get away with causing issues, rather than being held accountable for their actions. 3) Lack of Support for Ethical Employees Those who play fair, collaborate, or act ethically may not receive the same level of protection or support, creating an environment where integrity is not valued. What should you do if you find yourself in a toxic environment? You don’t have to fix the toxic environment. You just need to protect yourself and position yourself for something healthier. 1. Set Firm Emotional Boundaries Toxicity often thrives when you absorb negativity as your own. Use emotional intelligence to recognize what belongs to you and what doesn’t. If a coworker lashes out, remind yourself: “Their behavior is a reflection of them, not me.” Protecting your mental space keeps you grounded and prevents burnout. 2. Build Micro-Safe Zones Even if the overall culture feels toxic, you can create pockets of positivity. Identify one or two colleagues you trust and cultivate supportive relationships with them. Shared encouragement and perspective act as a buffer against negativity and make the environment more survivable. 3. Document and Redirect Energy Instead of letting toxic interactions spiral, document them. This creates clarity (and a paper trail if HR intervention is needed). At the same time, redirect your energy toward growth. Focus on skill-building, networking, and projects that expand your options. It transforms a toxic job into a stepping stone rather than a trap. --- ♻️ Like, follow, and repost if this resonates. Follow Travis Bradberry and sign up for my weekly newsletter. Do you want more like this? 👇 📖 My new book, "The New Emotional Intelligence" is now 50% OFF at Amazon for the first time ever, and it's the #1 bestseller nationwide in the airports.

“I don’t want my boss’s job.” I’m hearing this from corporate high performers who’ve spent their whole careers chasing the title, the salary, the next rung up. And now, they’re pulling back. Not even because they’re burned out. But because they’re looking up the ladder and they don’t like what they see. Bosses who: • Never see their kids • Are always on back-to-back calls • Have strained marriages, shallow sleep, ill health    I remember sitting in a quarterly strategy meeting, watching a senior exec tear into an analyst for printing the wrong slide deck, and thinking: “Is this who I will become?” After that, I couldn’t unsee it. And neither can a lot of people right now. Because behind the performance, they’re questioning the politics, pressure and cost of continuing. They still want to win but not at any cost. You don’t have to want your boss’s job. You just need a definition of success that feels good to you, not looks good on LinkedIn And the nerve to start building it... One of my clients was a 15 years Sales Leader. He was burned out from the pressure of being in a target driven sales culture for so long. The next step up was full-time Chief Revenue Officer. He wanted less pressure and more freedom. He's now left to become a part-time fractional Chief Revenue Officer, Board Member and Speaker. So what are the possibilities? 💡 You craft a portfolio life — Shaping your week around projects, causes, and clients that energize you. 💡 You join a different business — In a strong culture where well-being and creativity are valued. 💡 You start something of your own — And become your own boss. This isn’t about rebellion. It's a course correction. The first step is admitting this version of success doesn’t fit anymore. And from there, you stop performing and start living. What if the next promotion leads you further from the life you actually want?

At work, behaviors we often label as “difficult” or “needy” are usually instinctive threat responses and these survival strategies are wired into all of us, shaped by our earliest experiences of safety and danger. When these behaviors appear, it’s rarely a flaw in character. More often, they signal that psychological safety—what Amy Edmondson defines as the shared belief that a team is safe for interpersonal risk-taking—is missing. When I first met James, he was frustrated with two team members—one constantly seeking reassurance, the other always arguing but over time, the “needy” became self-reliant and the “combative” collaborative as James created conditions where people no longer needed defensive strategies to survive, and could instead contribute their best thinking My latest Harvard Business Review article can help you see defensive behaviors as messages, not defects and learn how to recognize these patterns in your team, respond in ways that build trust, and ultimately unlock more candid conversations, creative problem-solving, and engaged, resilient teams. Read more here: https://lnkd.in/enfDuCU9 #Leadership #PsychologicalSafety #culture

Toxic leaders destroy more than teams. I’ve seen it firsthand—teams that should shine end up drained, frustrated, and quietly quitting. Fear spreads. Morale drops. Talent leaves. Innovation dies quietly. Work becomes exhausting. The cost? Far higher than most realize. Here’s what toxic leadership really looks like: 1. Micromanaging & Lack of Trust Team: Low morale, burnout, less creativity Company: Slower execution, higher turnover costs 2. Playing Favorites / Bias Team: Divisions, resentment, lost collaboration Company: Missed talent potential, damaged culture 3. Public Criticism / Humiliation Team: Fear, disengagement, mental stress Company: Increased absenteeism, reduced productivity 4. Lack of Accountability Team: Confusion, frustration, unclear expectations Company: Poor performance, weak results 5. Ignoring Feedback Team: Disengagement, silent quitting Company: Loss of innovation, declining competitiveness 6. Overloading Team Without Support Team: Stress, exhaustion, resentment Company: High turnover, missed deadlines, errors 7. Inconsistent Communication Team: Confusion, low trust, inefficiency Company: Misaligned priorities, wasted resources 8. Resisting Change / Innovation Team: Frustration, stagnation, disengagement Company: Lost market opportunities, declining competitiveness Here’s the hard truth: ↳ One toxic leader drains energy fast. ↳ People stop giving their best. ↳ Ideas disappear. ↳ Growth slows. I’ve seen teams transform when leadership shifts from fear to trust—engagement soars, collaboration thrives, and results improve. Culture isn’t built with policies—it’s built through how leaders make people feel every day. ✅ Leadership isn’t authority—it’s trust. ✅ Listening, supporting, and valuing people matters more than control. ✅ Protecting psychological safety unlocks potential. Are you unlocking potential, or quietly draining it? Because the real cost isn’t dollars—it’s people, innovation, and your company’s future. ♻ Share this with your network if it resonates. ☝ And follow Stuart Andrews for more insights like this.

Gender bias continues to undermine workplace accountability. Recent research published in the Harvard Business Review reveals a troubling truth: Women’s complaints of workplace abuse are more likely to be ignored than men’s, particularly when evidence is limited. Scholars from UNC Chapel Hill and Wharton found that when a woman raises concerns without corroborating evidence, third parties are significantly less likely to take corrective action compared to when a man does the same. We’re not dealing with one-off cases - this is a systemic accountability gap. Managers, often the first point of contact, may unintentionally downplay women’s reports due to ingrained stereotypes about credibility. To change this, organisations need to re-engineer their accountability systems. The study highlights clear actions: 👉 Separate report evaluators from report receivers – managers shouldn’t be the only gatekeepers. 👉 Standardise evaluation processes – every complaint should be assessed consistently. 👉 Formalise follow-ups – no report should disappear into silence. 👉 Offer protected reporting channels – create multiple safe avenues. 👉 Support reporters with follow-up tools – allow them to add further context over time. These are not just compliance measures. They are trust measures. They demonstrate to employees that their voices matter, their safety matters, and their dignity matters. The organisations that lead on gender equity will be those that create systems where every complaint is taken seriously - without exception. The question I leave to you: How is your organisation ensuring that all complaints are addressed with the seriousness they deserve? #GenderEquity #Harassment #DEI #EDI #GenderEquality

Great employees don't quit jobs. They quit toxic cultures. But quitting isn't the only option. I've worked in toxic work cultures. And I was passionate about my work. Leaving wasn't an option when I was building a long-term career in a field I believed in. I learnt to deal with it and built resilience. 𝗛𝗲𝗿𝗲'𝘀 𝘄𝗵𝗮𝘁 𝘆𝗼𝘂 𝗰𝗮𝗻 𝗱𝗼: 9 Warning Signs of Toxic Culture 1️⃣ 𝗕𝗹𝗮𝗺𝗲 𝘀𝗽𝗿𝗲𝗮𝗱𝘀 𝗳𝗮𝘀𝘁𝗲𝗿 𝘁𝗵𝗮𝗻 𝘀𝗼𝗹𝘂𝘁𝗶𝗼𝗻𝘀 In toxic teams, mistakes are punished, not learned from. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Shift the focus to fixing, not faulting →Acknowledge your part, not others’ flaws 2️⃣ 𝗚𝗼𝘀𝘀𝗶𝗽 𝗿𝗲𝗽𝗹𝗮𝗰𝗲𝘀 𝗵𝗼𝗻𝗲𝘀𝘁 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 When feedback is avoided, side chatter takes over. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Choose direct dialogue over side conversations →Learn to give constructive feedback and not get personal 3️⃣ 𝗕𝘂𝗿𝗻𝗼𝘂𝘁 𝗶𝘀 𝘄𝗼𝗿𝗻 𝗹𝗶𝗸𝗲 𝗮 𝗯𝗮𝗱𝗴𝗲 Being exhausted is praised instead of being addressed. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Say no without over-explaining →Normalize the rest by modelling it and set boundaries 4️⃣ 𝗢𝗻𝗹𝘆 “𝘆𝗲𝘀” 𝗴𝗲𝘁𝘀 𝗿𝗲𝘄𝗮𝗿𝗱𝗲𝗱 Challenging ideas feel risky, not welcome 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Offer respectful pushback with solutions →Create space for others to safely disagree 5️⃣ 𝗣𝗲𝗼𝗽𝗹𝗲 𝗳𝗲𝗲𝗹 𝗱𝗶𝘀𝗽𝗼𝘀𝗮𝗯𝗹𝗲, 𝗻𝗼𝘁 𝘃𝗮𝗹𝘂𝗲𝗱 High turnover, low trust, everyone’s replaceable. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Recognise contributions publicly →Ask others what helps them feel supported, build authentic relationships 6️⃣ 𝗜𝗻𝗳𝗼𝗿𝗺𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝗽𝗼𝘄𝗲𝗿 𝗮𝗻𝗱 𝗽𝗲𝗼𝗽𝗹𝗲 𝗵𝗼𝗮𝗿𝗱 𝗶𝘁 Gatekeeping knowledge becomes a strategy for control. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: → Share what you learn, even if no one asks → Encourage collaborative problem-solving 7️⃣ 𝗡𝗼 𝗼𝗻𝗲 𝘁𝗮𝗸𝗲𝘀 𝗿𝗲𝘀𝗽𝗼𝗻𝘀𝗶𝗯𝗶𝗹𝗶𝘁𝘆 When mistakes happen, people point fingers instead of owning up, no one fixes the root cause. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: → Be the first to admit when you mess up and show how you'll improve →When something goes wrong, focus on "what happened" rather than "who's to blame" 8️⃣ 𝗖𝗼-𝘄𝗼𝗿𝗸𝗲𝗿𝘀 𝘂𝗻𝗱𝗲𝗿𝗺𝗶𝗻𝗲 𝗲𝗮𝗰𝗵 𝗼𝘁𝗵𝗲𝗿 When people start spreading rumours or take credit for other’s work. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: → Avoid gossip and keep personal details private → Keep records of your contributions and send follow-up email 9️⃣ 𝗘𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗮𝘃𝗼𝗶𝗱𝘀 𝗰𝗼𝗻𝗳𝗹𝗶𝗰𝘁 When people refuse to address problems directly, issues pile up and resentment grows while nothing gets solved. 𝗪𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼: →Speak up about small problems before they become bigger ones →When you raise concerns, come with ideas for how to fix them 𝗧𝗼𝘅𝗶𝗰 𝗰𝘂𝗹𝘁𝘂𝗿𝗲𝘀 𝗱𝗼𝗻’𝘁 𝘀𝗵𝗶𝗳𝘁 𝗼𝘃𝗲𝗿𝗻𝗶𝗴𝗵𝘁. But change starts with the small things we model daily. You don’t have to quit to take your power back. Which action will you take today? ♻️ Share this to help others build resilience. Follow Adeline Tiah for content on future of work and leadership.

'I QUIT! A toilet paper, used when needed, then discarded without a second thought - this is how she felt at the workplace that she had once dreamt of working. A lady named 'Angela Yeoh' gave her resignation on a TOILET paper, expressing it as a symbol of how the company had treated her, ending it with 'I QUIT!'. And this is the story of every next job seeker you will meet. Yes, you’re not supposed to talk ill of your previous workplace but how are you supposed to justify such ill-behaviours? This gives a strong message that toxic work environments are doing more harm than good. And almost 4 out of 5 workplaces have such toxic work cultures where amazing talents are only surviving. When talented professionals are treated as disposable, something fundamental breaks in the employer-employee relationship. The most alarming part? Most organisations don't realise they're toxic until their best people are already gone. After witnessing hundreds of professionals rebuild their confidence after toxic experiences, I've developed a framework that organisations can implement to create environments where talent thrives rather than withers: 1️⃣ Create psychological safety checkpoints: Implement anonymous feedback systems that actually lead to action. Train managers to recognise and respond to early warning signs of disengagement. Establish clear escalation paths that don't require employees to risk their standing 2️⃣ Develop honesty in recognition systems: Replace performative praise with recognition tied to impact. Create protocols that ensure ideas are credited to their originators. Normalise constructive dissent as a valuable form of organisational loyalty. 3️⃣ Build recovery mechanisms for when things go wrong: Create clear reparative processes for when employees are mishandled. Train leadership to acknowledge mistakes without defensiveness. Develop reintegration pathways for employees who've experienced toxicity. Organisations that have implemented these systems have seen 39% increased innovation metrics and significantly improved employee wellbeing scores. How you treat people isn't just a matter of ethics, it puts you at an advantage. The companies winning the war for talent aren't just offering higher salaries; they're creating environments where professionals can thrive without sacrificing their well-being. Every time I have helped a professional recover from a toxic workplace experience, I was reminded of what organisations lose when they treat talent as disposable: They devalue of their enthusiasm, creativity, and trust. We can do better. We must do better. If your organisation is struggling with retention or engagement, let's connect. Together, we can build cultures where talent flourishes rather than flees. What's your experience with workplace toxicity, and what one change would make the biggest difference in your organisation?

This message is not generic and clearly doesn’t apply to every company. It is meant only for those that believe inclusion is a critical driver of business growth. I know you’re not stepping back from your commitment to DEI. You’re deeply dedicated to building a rock-solid business with a foundation of inclusion and representation. However, we cannot ignore what’s happening around us. The noise in the global narrative may not shake your resolve, but it could influence your employees. This might reflect in behaviors that could harm the inclusive culture you’ve worked so hard to build. Here are some dangers to watch out for: ⚪ Bias in promotions or affirmative hiring – Employees may develop resistance or negative attitudes toward affirmative action efforts. ⚪ Increased micro-aggressions – Subtle, often unnoticed behaviours could become more frequent, creating a toxic environment for marginalised employees. ⚪ Gatekeeping access to policy benefits – Managers or peers could create barriers, intentionally or unintentionally, preventing employees from availing inclusive policies. ⚪ Erosion of psychological safety – Employees from underrepresented groups may hesitate to speak up or contribute, fearing backlash or dismissal. What You Need to Do Now: ⚪ Conduct targeted training for leaders to address biases in hiring, promotions, and policy application. ⚪ Establish anonymous reporting systems to ensure employees can safely flag micro-aggressions or policy barriers. ⚪ Communicate your unwavering commitment to inclusion through impactful messaging and real success stories. Lastly, Staying mindful and taking the right actions ensures inclusion stays at the heart of our business, creating real impact and lasting change. If you’d like to discuss or need support, feel free to reach out. 🤝 #InclusionMatters #DiversityAndInclusion #InclusiveWorkplace #LeadershipForChange

Yesterday, we took a look at some of the toxic behaviours at work. When I saw them on display during my leadership, I thought it was because I was young in age, and the staff were just engaging in rebellious activities to irritate and frustrate me. Dealing with toxic employees is one of the most challenging aspects of leadership. However, I learnt that it is crucial to address the issue early on, directly and promptly to protect the health of the team and the workplace environment. Here are some steps that you can take to handle toxic behaviours by employees: 1. Identify and Address the Behavior Early Don’t wait for toxicity to spiral out of control. The moment you notice a pattern of negative behavior, address it. Schedule a private conversation with the employee, outline the specific behaviors that are causing concern, and explain how they are impacting the team and organization. Use clear examples to ensure there’s no ambiguity about the issue. 2. Set Clear Expectations and Boundaries After identifying the toxic behavior, communicate your expectations clearly. Let the employee know what behaviors are unacceptable and what improvements are expected moving forward. Establish firm boundaries and consequences if the toxic behavior continues. Be consistent in holding the employee accountable to these standards. 3. Offer Coaching and Support Toxicity doesn’t always stem from malice; sometimes, it’s a result of stress, burnout, or personal struggles. As a leader, offer support and coaching to help the employee improve. This could involve one-on-one mentoring, professional development resources, or even access to mental health support services. Demonstrate that you are invested in their growth and well-being, but make it clear that change is necessary. 4. Foster a Culture of Open Communication Toxic behaviors can often be rooted in misunderstandings or communication breakdowns. Encourage open communication within your team. Create a safe space where employees can voice concerns, offer feedback, and resolve conflicts constructively. When team members feel heard and supported, they’re more likely to engage positively and collaboratively. 5. Document the Behavior If the toxic behavior persists despite intervention, document the incidents carefully. Keep records of meetings, emails, and any corrective measures you’ve taken. Documentation is essential if the situation escalates and disciplinary action, such as termination, becomes necessary. 6. Know When It’s Time to Part Ways While it’s important to offer support and give employees a chance to improve, sometimes toxic behavior persists despite your best efforts. When it becomes clear that the individual’s presence is a detriment to the team and organization, it may be time to consider termination. Protecting the health of your team and the overall culture must remain a priority. What else would you add? Comment below. #professionalwomen #personaldevelopment #management #leadership