Toxic Leadership Red Flags: If You Do These 3 Things, You’re the Problem!

Nobody thinks they’re a toxic leader. In fact, most toxic leaders believe they’re doing a great job. They chalk up their team’s frustration to “laziness,” their turnover rates to “entitlement,” and their constant micromanaging to “high standards.”

But here’s the cold, hard truth: If your team is disengaged, frustrated, or leaving in droves… the problem might not be them. It might be you.

Not sure? Let’s talk about three major toxic leadership red flags. If any of these sound familiar, it’s time for some serious self-reflection.

Red Flag #1: You Control Everything (and Trust No One)

You think you’re just making sure things get done right. But your team? They see it for what it really is—micromanagement.

Signs you could be doing this:

You double-check (or triple-check) every minor decision.
You struggle to delegate because “it’s faster if I do it myself.”
Your team hesitates to take initiative because they know you’ll override them.

❌ Why it’s a problem:
Nobody thrives under a leader who refuses to let go. If your employees feel like they have no autonomy, they’ll stop trying. Or worse, they’ll leave for a place where they are trusted.

✅ How to fix it:
Start small. Delegate a task and let your team own it—mistakes and all. Trust builds confidence, and confidence leads to results.

Red Flag #2: You Only Give Feedback When It’s Negative

Ever heard the phrase, “No news is good news”? Yeah, your team hates that.

Signs you’re guilty:

You rarely acknowledge good work but always point out mistakes.
You think, “Why should I praise them? That’s their job!”
Your team looks nervous whenever you call them in for a meeting.

❌ Why it’s a problem:
People crave recognition. When employees feel like they only get noticed when they mess up, they’ll start to disengage. Eventually, they’ll find a workplace where their efforts are appreciated.

✅ Fix it:
Make positive feedback a habit. A quick “Hey, great job on that report” can go a long way in building a positive work culture.

Red Flag #3: You Think “Culture” Is Just a Buzzword

If your idea of company culture is a few motivational posters and an occasional pizza party… you’re doing it wrong.

Signs you do this:

You say “we’re like a family,” but your team feels overworked and undervalued.
You expect loyalty without providing growth opportunities.
You don’t actually listen when employees voice concerns.

❌ Why it’s a problem:
Culture isn’t about perks—it’s about how people feel at work. A toxic environment drives away top talent, while a great culture attracts (and keeps) the best employees.

✅ The fix:
Ask your team what they actually need. More flexibility? Better communication? A clear path for growth? Listen—and take action.

How Leadership Training Can Fix Toxic Leaders

Leadership training can identify, address, and correct toxic behaviours by developing self-awareness, emotional intelligence, and communication skills. Here’s how:

1. Identifying Toxic Traits & Root Causes

Toxic leaders may exhibit micromanagement, intimidation, manipulation, or poor accountability. Training helps them:
✅ Recognize their own toxic behaviours through self-assessments (e.g., DISC, MBTI, 360-degree feedback).
✅ Understand the impact of their actions on team morale and productivity.
✅ Address root causes, such as stress, insecurity, or lack of leadership skills.

2. Developing Self-Awareness & Emotional Intelligence

A lack of self-awareness fuels toxic leadership. Training can:
✅ Teach self-reflection techniques (journaling, coaching, peer feedback).
✅ Enhance emotional intelligence (EQ) to manage reactions and conflicts effectively.
✅ Improve self-regulation, reducing outbursts, micromanagement, and favoritism.

3. Teaching Positive Leadership Strategies

Instead of fear-based leadership, training promotes:
✅ Transformational leadership – Inspiring and motivating teams.
✅ Servant leadership – Putting employees’ needs first.
✅ Situational leadership – Adapting styles based on the situation and team dynamics.

4. Enhancing Communication & Conflict Resolution

Many toxic leaders struggle with poor communication or unchecked aggression. Training helps by:
✅ Teaching active listening to foster understanding.
✅ Promoting constructive feedback instead of criticism or blame.
✅ Introducing conflict resolution techniques to handle disagreements professionally.

5. Reinforcing Accountability & Growth

Toxic leaders must be held accountable for real change to happen. Effective training:
✅ Implements mentorship & coaching programs to track improvement.
✅ Sets clear expectations with measurable leadership goals.
✅ Uses performance reviews to ensure ongoing progress.

6. Creating a Culture of Continuous Learning

One-time training isn’t enough. Organizations should:
✅ Encourage ongoing leadership development (workshops, coaching, books).
✅ Provide anonymous feedback channels for employees to report concerns.
✅ Promote a growth mindset, where leaders embrace change instead of resisting it.

The DISC personality model can help fix toxic leadership by improving self-awareness, communication, and team dynamics. DISC categorizes personality styles into Dominance (D), Influence (I), Steadiness (S), and Conscientiousness (C)—each with different leadership tendencies.

1. Identifying Toxic Leadership Styles

Different DISC types may exhibit toxic behaviours if unchecked:

D (Dominance): Can be overly aggressive, intimidating, or micromanaging.
I (Influence): May be manipulative, lack follow-through, or avoid accountability.
S (Steadiness): Might enable toxicity by avoiding conflict or being too passive.
C (Conscientiousness): Can be overly critical, rigid, or perfectionistic.

2. Creating Self-Awareness

By assessing their DISC profile, leaders can recognize their strengths and weaknesses. For example:

A high-D leader can learn to balance assertiveness with empathy.
A high-C leader can work on being more flexible and people-focused.

3. Improving Communication & Emotional Intelligence

Leaders can adapt their communication style to connect better with their team.
Encouraging an open feedback culture reduces fear and promotes growth.

4. Strengthening Team Relationships

Matching leadership approaches to team members’ DISC styles improves trust.
A high-I leader may need to focus on active listening rather than just enthusiasm.
A high-S leader can be encouraged to address conflicts rather than avoid them.

5. Implementing Positive Leadership Habits

Use DISC insights for leadership training and coaching.
Encourage leaders to delegate effectively based on team strengths.
Promote collaborative decision-making instead of dominance or avoidance.

By leveraging DISC, businesses can reshape leadership behaviours, turning toxic tendencies into productive, inspiring leadership.

The Bottom Line

If you recognised yourself in any of these red flags, don’t panic. Awareness is the first step to change. The best leaders aren’t perfect—they’re learning. And the fact that you’ve read this far means you care.

So, are you ready to step up? Drop the toxicity, build trust, and become the kind of leader people actually want to follow.