I agree that toxic leadership works direct opposition of inclusion and diversity. When in
a leader possesses toxic leadership traits, they tend blame others for mistakes, engage to
in unethical practices, use followers as scapegoats and even fail to mentor or teach
followers. Essentially this behavior creates a negative environment where followers are
less likely to be engaged, less apt share ideas with the team, and have adverse effect to
on employees. Having worked environment such this, in an as a job I once enjoyed
became a chore. I showed up to keep things moving and earn a paycheck, but I kept to
myself and didn't speak out because I knew nothing would change. one particular On
performance I brought up a few items, even attached a document the review and then to
we both signed it. When it was sent to the Director's office for final signature, the
supervisor removed that document. never made into the It it review. mistake was My
trusting it would be in the final review. I learned I should have made mention of the
document the notes section. I in felt betrayed and ultimately found a new position away
from the toxic leader.Fostering inclusive workplace requires communication, an
collaboration, leading example. Admit shortcomings and also by provide an environment
that everyone feels like they have opinion. Finally team members should feel valued.I an
think hiring followers with high levels of achievement orientation would be better.
Performance and effectiveness be fostered through mentoring over time. In a perfect can
world, leaders would want hire someone with all of to these qualities.The Rocket Model
shows us that with the right talent, mission, resources, buy- and norms in you can achieve
results- the very foundation, important understand the mission and have the At it is to
right talent build on. However, buy- to in is one of the most important pieces. When a
leader achieves buy-in, it is effectively stating that the team trusts the leader and other
followers, but also comfortable to share ideas and collaborate with one another. He or she
feels like they are part of a functioning unit. I would argue toxic leadership works in
direct opposition to diversity and inclusion practices. foster inclusive environments, To
diverse opinions need be heard. Toxic leaders tend be narcissistic and think they to to
know better than others. With this mind, in it is critical organizations that are committed
to diversity and inclusion hire the right leaders and provide them with strong training to
increase their ability lead inclusive to in an manner.
Getting both elements right puts you at a significant competitive advantage. survive To
and thrive the in future, organizations need more than simply diversify their talent to do
pools. An inclusive workplace is important for organisations to achieve desired outcomes.
