{"id":47760,"date":"2021-10-07T16:55:21","date_gmt":"2021-10-07T20:55:21","guid":{"rendered":"https:\/\/www.shortform.com\/blog\/?p=47760"},"modified":"2021-10-10T16:42:49","modified_gmt":"2021-10-10T20:42:49","slug":"negative-leadership","status":"publish","type":"post","link":"https:\/\/www.shortform.com\/blog\/negative-leadership\/","title":{"rendered":"5 Negative Leadership Behaviors You Must Stop"},"content":{"rendered":"\n

What makes a negative leader? What are some examples of bad leadership?<\/p>\n\n\n\n

In his book What Got You Here Won’t Get You There<\/em>, Marshall Goldsmith discusses five bad habits of leadership. These five bad habits center on either negative leadership (for example, through anger, criticism, or hurtful comments) or withholding positivity (for instance, by refusing to praise people). <\/p>\n\n\n\n

Here are the five top habits to avoid when it comes to negativity as a leader.<\/p>\n\n\n\n\n\n\n\n

Bad Habit #1: Making Harmful or Hurtful Comments<\/strong><\/h2>\n\n\n\n

Making harmful or hurtful comments to your colleagues<\/strong> means insulting or belittling them in some way. <\/strong>For example, you might tell someone who\u2019s made a sub-par suggestion in a meeting that they\u2019re stupid and a waste of space, or humiliate someone by publicly mocking a time when they failed or made a mistake. <\/p>\n\n\n\n

Many leaders think harmful comments serve a purpose. For instance, they believe that being rude or harsh to an underperforming employee will shock them into finally improving. Likewise, they may think that putting other people down is an effective way to build themselves up and gain more power as a leader. <\/p>\n\n\n\n

But any possible \u201cbenefits\u201d of being rude pale in comparison to the harm it does.<\/strong> If you\u2019re hurtful to the people around you, they\u2019ll quickly lose respect for you. You\u2019ll gain a reputation for being unkind\u2014a reputation that won\u2019t serve you well when you look to progress in your career. This reputation will persist even if you apologize to the people you\u2019ve hurt. Ultimately, these colleagues will never see you in the same way again, permanently damaging your working relationship.<\/p>\n\n\n\n

The Healthier Behavior:<\/strong> If you find yourself tempted to make a hurtful or harsh comment, consider what the benefits of doing so will be versus the costs. For example, will being incredibly rude to a slacking employee actually improve their performance? Probably not. It\u2019s more likely that the employee will get upset and you\u2019ll look like a jerk. Therefore, being rude to this person probably isn\u2019t worth it.<\/p>\n\n\n\n

Bad Habit #2: Expressing Anger Towards Others<\/strong><\/h2>\n\n\n\n

All of us get angry in the workplace from time to time\u2014for instance, when a decision doesn\u2019t go our way, or when a colleague negatively interferes with our work. However, you\u2019ll create<\/strong> problems if you regularly express this anger<\/strong>\u2014especially if you direct it at your colleagues. <\/p>\n\n\n\n

If you frequently lose your temper in the workplace\u2014for example, if you shout at your team members, or rant and rave to your manager about your problems\u2014your reputation will suffer. People will see you as volatile and out of control, not a dependable and respectful employee. Unfortunately, in Goldsmith\u2019s experience, volatility is a reputation that lingers. It often becomes a person\u2019s defining trait, with their strengths being forgotten.<\/p>\n\n\n\n

Some leaders argue that anger can, at times, be a useful management technique. For example, they claim that getting angry at underperforming employees may drive them to change their behavior. In reality, most people don\u2019t respond to anger with contrition and renewed hard work. Instead, they respond with anger of their own\u2014specifically, fury that their leader would treat them in such a way. This leads to resentment growing and working relationships being fractured.<\/p>\n\n\n\n

The Healthier Behavior: <\/strong>When you feel yourself getting angry in the workplace, try to remain calm and refrain from expressing your emotions. For example, quickly remove yourself from the anger-inducing situation. This will give you time to cool down before responding. If this isn\u2019t possible, take deep breaths and pause before you react. Remind yourself that getting angry is only going to make you look bad and probably isn\u2019t going to resolve the frustrating situation. <\/p>\n\n\n\n

Bad Habit #3: \u201cShooting the Messenger\u201d<\/strong><\/h2>\n\n\n\n

An extension of expressing anger<\/a> towards others is \u201cshooting the messenger.\u201d This means getting angry at the person who\u2019s been tasked with telling you something you don\u2019t want to hear<\/strong>, such as bad news or criticism. For instance, if your assistant tells you that your boss can\u2019t make time to see you, \u201cshooting the messenger\u201d is shouting at the assistant in frustration. <\/p>\n\n\n\n

In situations such as these, the messenger is just passing on information that someone else has given them. It\u2019s ultimately not their <\/em>fault that you\u2019ve received bad news or been criticized. Therefore, directing your anger at them isn\u2019t really fair. However, you do so anyway, because you feel you\u2019ve got to get your frustrations out somehow. The messenger is an immediately available scapegoat. <\/p>\n\n\n\n

Ultimately, \u201cshooting the messenger\u201d will make people wary of you and give you a reputation for having a temper. Likewise, it\u2019s going to make you seem like an unjust leader. After all, you\u2019re directing your rage at someone who isn’t at fault.<\/p>\n\n\n\n

The Healthier Behavior: <\/strong>When someone brings you bad news or criticism, simply thank them for telling you and move on. If you\u2019re too upset or angry to do that, just say nothing at all. It\u2019s better to stay silent than lash out. Remember that it\u2019s not the messenger\u2019s fault that they\u2019ve had to tell you something you didn\u2019t want to hear, so they don\u2019t deserve your anger. <\/p>\n\n\n\n

Bad Habit #4: Expressing Relentless Negativity<\/strong><\/h2>\n\n\n\n

Some leaders become what Marshall Goldsmith\u2019s wife refers to as \u201cnegatrons.\u201d \u201cNegatrons\u201d are walking, talking manifestations of negativity.<\/strong> Whenever anyone presents them with a suggestion or an idea, they immediately jump to explain why it won\u2019t work. They do this even when nobody has actually asked for their input\u2014they can\u2019t resist adding their negative two cents into every conversation.<\/p>\n\n\n\n

Often, \u201cnegatrons\u201d tell themselves that they\u2019re highlighting the problems with people\u2019s ideas to be helpful. In reality, this behavior is often more about the \u201cnegatron\u201d making themselves feel superior. By criticizing an idea, they\u2019re demonstrating that they know better\u2014that they\u2019re perceptive enough to spot problems the idea\u2019s creator didn\u2019t consider. <\/p>\n\n\n\n

Becoming a \u201cnegatron\u201d is a sure-fire way to alienate the people you work with. People aren\u2019t going to ask for your input if all you\u2019re going to do is spread doom and gloom. While negativity does sometimes have its place\u2014for instance, if someone\u2019s idea is truly, irredeemably disastrous\u2014unless you temper occasional negative comments<\/a> with lots of positive ones, people are quickly going to get sick of you.<\/strong><\/p>\n\n\n\n

To illustrate a \u201cnegatron\u201d in action, Goldsmith relates the example of Terri, a woman who used to organize his corporate lectures. Terri would spend a lot of time trying to convince Goldsmith that speaking at certain companies wouldn\u2019t be a good idea. For instance, she would claim that a certain company \u201ccouldn\u2019t afford\u201d Goldsmith, or that its employees \u201cwon\u2019t listen to you anyway.\u201d Eventually, Goldsmith got sick of Terri\u2019s negativity and stopped working with her.<\/p>\n\n\n\n

The Healthier Behavior: <\/strong>Self-monitor to ensure you\u2019re predominantly putting positivity out into the world. If you find yourself slipping into \u201cnegatron\u201d habits, stop before you express your negativity and consider whether doing so is actually necessary. Is the person\u2019s idea really that <\/em>bad, or are you putting them down just to feel better about yourself? If you conclude it\u2019s absolutely imperative to say something negative, try to temper your criticism with positive comments. <\/p>\n\n\n\n

Bad Habit #5: Refusing to Praise or Recognize People<\/strong><\/h2>\n\n\n\n

Successful people often lose sight of<\/strong> the importance of praising or recognizing others for their achievements<\/strong>\u2014for example, congratulating a team member for making a great sale. This reluctance to praise develops for a number of reasons. First, managers might feel that good work should be a \u201cgiven\u201d among their subordinates and is therefore not worthy of celebration. Second, they may believe they\u2019re too busy<\/a> to waste time giving out kind words. Finally, they may think that since they\u2019ve<\/em> never been praised for their good work, nobody else deserves praise, either. <\/p>\n\n\n\n

Ultimately, refusing to praise the people around you is a tell-tale sign of negative leadership. Not only is it unkind, but it\u2019s also going to sow resentment and disrespect among your colleagues. You\u2019ll develop a reputation as an ungrateful and self-absorbed leader who won\u2019t give others the credit they deserve. <\/p>\n\n\n\n

Likewise, withholding praise denies people the positive emotional payoff they usually get from working hard and succeeding<\/strong>. People will start to think that putting effort into their tasks isn\u2019t worth it since they won\u2019t be rewarded for doing so. They\u2019ll lose motivation, and their job performance will suffer. You\u2019ll no longer get good results out of your team\u2014something that will damage your reputation even further.<\/p>\n\n\n\n

The Healthier Behavior:<\/strong> Set time aside every week to consider your team\u2019s recent achievements and pass on praise accordingly. Follow the example of one of Goldsmith\u2019s clients, who made a list of all the people he managed or worked with. Twice a week, he looked at the list and considered if any of these people had done anything worth recognizing. If they had, he sent them a quick email or called them to say well done.<\/p>\n","protected":false},"excerpt":{"rendered":"

What makes a negative leader? What are some examples of bad leadership? In his book What Got You Here Won’t Get You There, Marshall Goldsmith discusses five bad habits of leadership. These five bad habits center on either negative leadership (for example, through anger, criticism, or hurtful comments) or withholding positivity (for instance, by refusing to praise people).  Here are the five top habits to avoid when it comes to negativity as a leader.<\/p>\n","protected":false},"author":8,"featured_media":50808,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[29,34,43],"tags":[478],"class_list":["post-47760","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-career","category-communication","category-self-improvement","tag-what-got-you-here-wont-get-you-there","","tg-column-two"],"yoast_head":"\n5 Negative Leadership Behaviors You Must Stop - Shortform Books<\/title>\n<meta name=\"description\" content=\"As a leader, expressing negativity and withholding positivity are bad habits that may even stunt your career. 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