|Toxic leadership that directly affects the project|
One of the most aggressive dangers for effective leadership, is undoubtedly, when we have a false leader or destructive leadership, under the mask of attention and cordiality, consider, for example, a person who arrives greets you, but when he addresses the team it is autocratic and hierarchical, at least, since the idea is to impose on its collaborators.
According to Aasland, Skogstad, Notelaers, Nielsen and Einarsen (2010) is considered destructive leadership all that set of systematic behaviors carried out by a leader, supervisor or manager that violate the legitimate interest of an organization undermining or sabotaging its objectives, tasks, resources and effectiveness and reducing the motivation, well-being and satisfaction of its employees.
There is not necessarily intentionality, but it may be due to a lack of capacity to adequately manage the company, executives, intermediate positions and, of course, the lower-ranking employee.
How does leadership affect our occupational health? And to our performance?
If what we want is to have a sustainable leadership that is also resilient, we must observe these 4 types or trends of leadership that eliminate this possibility in many companies:
Well first of all unfortunately they combine with each other to a greater or lesser degree, and can be compatible with leadership traits that do not necessarily have to be negative.
For example, a supervisor or director of a company may have ways of doing things that harm your organization, but also others that neutralize that damage and thus survive the business.
This kind of leadership is based on placing above all the goals and purpose of the organization at the expense of their employees, rather than through them, the harsh reality is that you can expect a way to direct employees who do It would be very similar to the way of directing a person with psychopathic features, masking the good of the company and will have no problem in humiliating, belittling and manipulating their employees to achieve their goal.
This kind of leadership is even worse, if the first one is complied with and combined with it, then it becomes generalized about its employees, it reproduces in behaviors of harassment and humiliation to them, there is a parallel contempt on the organization itself , work or absenteeism, fraud or theft of company resources.
It is a quality that derives from a good leadership, for example when reviewing some aspects of ethical leadership is included in the detail of the manager. in this way the unfair leader prioritizes above all things the get the support of its employees, even if that is not a detriment to the company and very strong for its employees, it is a kind of leadership that does not hide bad intentions You can not stop damaging the organization in case it does not separate from the limits of the climate of intimidation that they intend to generate, because it can end up causing the opposite of what is sought, "keep your employees".
Well, this type of leadership has a more technical name, the sense of mental illness, the return, the type of leadership, the particularity of what is probably the most familiar result to most people, no doubt. it is, as the name suggests, a leader who, therefore, his position must make decisions, but in practice, choose or, for example, make the decision on other people or much worse, not stop responding. The decision making
This means that it is not necessary to know who is the provider of an organization, before the requirement of the supervisor or the manager. calm, but in reality what is hidden is blindness to the problems that that person must solve, and that nobody is allowed to make a decision that is not correct or that sooner or later ends up forming a ball so big that it explodes in The form of conflict has not become a matter of lack of resources to occupy the position.
I know that this type of leadership mature and intelligent companies, have already eradicated, in retrospect, it is not emporiums or businesses with very high revenues and structures, it is the business objective to be competitive and with results, however, The study tells us that these types of leaders are still deeply rooted in some companies.
The Oxford Handbook of Leadership - References Aasland, M.S., Skogstad, A., Nielsen, M.B., 86 Einarsen, S. (2010)