Understanding Toxic Leadership: Why Silence Prevails
- Nicole White
- Jul 18, 2025
- 4 min read
Updated: 1 day ago
You and a few of your colleagues notice it. The backbiting. The underhandedness. The unethical decisions. The politics and social dramatics cause all sorts of delays and chaos within your company.
Projects are often late or done haphazardly. Jane in one department doesn't want to talk with Bob in another, so work takes longer to move from one place to another. Your boss is nice-nasty, smiling in your face while sabotaging you behind the scenes. You start to wonder if you've lost your last marble.
You determine your marble is still intact. Now, you start to question those around you, particularly your management. Do they see what's happening to me? The team? The organization? Why does no one seem to care?
Why Leaders Stay Silent
Leaders often remain silent about toxic behavior for several reasons. They may be toxic themselves. Toxic cultures thrive under toxic leadership. Expecting leaders who benefit from toxic behavior to change it is somewhat naive.
Does that mean every leader in a toxic environment is toxic? No. However, it does mean they tolerate and accept these behaviors from others, making them complicit. Why might a leader who isn't toxic avoid speaking out?
Fear of Repercussions
Many people fold at the first threat to their status or sense of security. They may notice bad behavior but remain silent, make excuses, or blame the victims to avoid accountability. This helps them avoid being targeted themselves.
Misconceptions About Conflict Management
Some leaders believe managing conflict isn't their job. They think they are doing the right thing by ignoring or rationalizing bad behavior. Many are taught that whistleblowers are just being dramatic. To align with the image of a 'good' leader, they avoid addressing toxicity altogether.
Reward Systems
Rewards and the human psyche create an interesting dynamic. Many base their behavior on a system of reward and punishment, not on whether an action is "good" or "bad." For example, think of the leader who consistently does unethical things to get ahead. When they are rewarded for mistreating others, they begin to see those actions as "good" or "necessary."
The impacts of their behavior are often not considered. The end result justifies the actions taken to achieve that reward. Trying to appeal to the empathy of people conditioned this way is often futile. The only solution is accountability and consequences.
Learned Behaviors from Toxic Environments
Many toxic individuals carry over learned behaviors from their upbringing. If someone grew up in a toxic household, they may believe those conditions are normal. They will expect their subordinates to keep quiet and avoid conflict. They may punish anyone who "steps out of line."
When they encounter someone emotionally healthy and bold, they may feel triggered. This is why emotionally healthy individuals often become targets of workplace abuse. Toxic people project their inner turmoil onto others.
The Complexity of Human Behavior
Human behavior is layered and nuanced. It's challenging to apply one set of solutions to every circumstance. We all carry different experiences, backgrounds, and traumas that inform our behavior. However, the list above serves as a good baseline. Most leaders who avoid dealing with toxicity will fit into one or more of these categories.
If you're dealing with a toxic leader, consider where they may fit. Leaders whose inaction is based on fear may be educated and supported into healthier behaviors. However, someone caught in the reward loop may not be worth your efforts.
What Does This Mean for You?
If you are a leader, I challenge you to self-reflect. Identify if you show up in this list. How do you think your behavior impacts others? Impacts you? The organization? Toxicity costs organizations billions yearly. When you think your strategy is effective, it may simply be a faster means to your reward, negatively impacting other areas of your business.
If you participate in toxic behaviors for your benefit, consider the impact of your decisions. Would it be okay if someone else mistreated you for their benefit? Do you align with the mentality that you abuse to avoid being abused? If so, realize that being trapped in that mentality is self-abuse.
If you are an employee working for a toxic leader or within a toxic environment, this information can help you depersonalize toxic behavior. It really isn't about you, but rather how you may trigger unresolved issues in others. The good news is these are not your problems to fix. Your focus should be on maintaining your own social, mental, and emotional health at work.
Trying to change others or resorting to the same manipulation tactics they use is not the answer. This will leave you drained and toxic. Instead, focus on maintaining clear, direct communication, transparency, and accountability. These are all effective weapons against a chronically toxic workplace.
Conclusion
Understanding the dynamics of toxic leadership is crucial for creating a healthier work environment. By recognizing the reasons behind leaders' silence, you can better navigate your workplace. Whether you are a leader or an employee, it’s essential to prioritize mental and emotional well-being.
In the end, fostering a culture of transparency and accountability can lead to a more productive and positive workplace.
Nicole is an organizational consultant and personal coach, who is passionate about inspiring the changes our society needs for all to thrive. Using lessons learned from her own experiences and challenges, she hopes to help people within organizations by creating mentally, socially, and emotionally healthy workplaces for all.
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