WORKPLACE COLLABORATION
CHARTING TOXIC BEHAVIORS
FREQUENCY
Less than once/month Twice a month Every week 3-4 times a week Daily
As their director, you deal with this situation much the same as you would deal with any other unwanted or unprofessional behavior:
1. Document what you saw they did, what you heard them say, and what the reaction was of those around them. You need to also realize that their perception of what happened might be diff erent from your perception.
2. Ask them what happened. Follow up with probing questions such as, “What did he/she say or do that you took off ense to?”, “Why did you do that?” or simply ,“Why?”
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3. They might overreact to your questions as they see you are challenging them. It is imperative that you maintain your own composure, at least initially, despite what you are feeling. At some point, you might need to mirror their reactions in voice tone and volume. You will have a sense of when the conversation has turned into a merry-go-round, rehashing the same issues repeatedly, or a dead end where they are adamant that they did not behave unprofessionally. 4. If they refuse to change or to acknowledge the validity in alternate perspectives, it might be time to release them. Check with your HR department before you take any action.
I have had clients tell me that they were quite (pleasantly) surprised how ‘fresh’ their fl ight department became after they released the toxic person. People were smiling, laughing and joking, and the atmosphere was completely diff erent. Team members were spending more time at work — not arriving at the last minute or rushing to leave. In addition, they were also talking and helping each other more. One statement summed up the situation: “Had I know the drastic diff erence their leaving would cause, I would have let them go sooner!” If you encounter a toxic boss or colleague and have no authority over their actions, these steps can help keep you grounded in reality:
ACTION
Defensive, arrogant, dismissive
L M H
Inability to tolerate changes or delays
L M H
Lack of concern for others
L M H
Act in their own self interest
L M H
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