Executive teams and their members must be adaptable, communicative, proactive and collaborative. If, on the other hand, performance declines, you will detect signs of toxic behaviour almost immediately. For example:
- constant complaining, criticism and accusations
- intense focus on why things can't be achieved, or organisational and other hurdles
- twisting harmless comments and suggestions into personal attacks
- striving for self-promotion and personal benefit
- lack of politeness
Toxic team members destroy the entire team from within, creating unnecessary drama and distractions that quickly disrupt the group's cohesion. The risk of this behaviour in the long run is that when companies adhere to values and certain norms of behaviour but do not keep all employees to the same standards, it evokes cynicism.
From a management perspective, there are various ways to avoid, mitigate and transfer the risks associated with toxic team members.
- Stay open and transparent. This is particularly effective in mitigating the effects of toxicity, while preventing toxic team members from complaining about injustice because all members are treated fairly and equally.
- Promote a culture of success. Turn obstacles into opportunities, as toxic team members will still try to hinder others on the road to success. Your task is to transform the obstacles quickly and positively into interesting challenges.
- Lead by example. Lead a team with energy and positivity. Offer a helping hand where you know it will really pay off.
Consistent implementation of these strategies will encourage and increase your resilience to the effects of toxic behaviour on the team.
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