Most toxic leaders aren't TRYING to be toxic. In fact, they likely don't realize they're being toxic at all.

This is what makes toxic leadership so insidious – it often stems from good intentions gone awry. The passionate founder who wants excellence might slip into perfectionism. The detail-oriented leader might unintentionally become controlling. The visionary with big dreams might inadvertently dismiss others' input.

I've worked with many agency owners who were stunned to realize some of their leadership approaches were actually harming their teams and businesses. The good news? Once recognized, these patterns can be changed.

Common Toxic Leadership Traits

Micromanagement

When you've built something from the ground up, it's natural to want to stay involved in every detail. But constantly looking over your team's shoulders communicates distrust and prevents growth.

What it looks like: Checking on work multiple times a day, redoing your team's work, requiring approval for minor decisions, or feeling anxious when you're not in control of every detail.

What to do instead: Set clear expectations, create systems for quality control, and schedule regular check-ins rather than random monitoring.

Poor Communication

As I discuss in my blog about key elements of effective communication, unclear or inconsistent communication creates anxiety and confusion.

What it looks like: Changing directions frequently, not providing enough context, communicating differently with different team members, or assuming people understand what you want without explaining.

What to do instead: Create consistent communication rhythms, provide context for decisions, and confirm understanding before ending conversations.

Taking Credit and Deflecting Blame

This trait often shows up subtly – leaders might not even realize they're doing it.

What it looks like: Presenting team accomplishments as your own, highlighting your contributions over others', using “I” when things go well but “the team” when discussing mistakes.

What to do instead: Publicly acknowledge team contributions, take ownership of failures, and practice saying “we” more than “I” when discussing successes.

Refusing to Hear Feedback

Many agency owners struggle to hear constructive feedback, especially about their leadership.

What it looks like: Becoming defensive when questioned, surrounding yourself with yes-people, or dismissing suggestions with “that's not how we do things.”

What to do instead: Regularly ask for specific feedback, thank people for their honesty, and focus on what you can learn rather than defending yourself.

Breaking Toxic Patterns

If you've recognized some of these traits in your leadership style, you're already ahead of many leaders. The next question is: how do you change these patterns?

Practice Self-Awareness

Start by becoming more aware of your behaviors and their impact. Ask yourself:

• What triggers my controlling behaviors?
• When do I tend to communicate poorly?
• How do I react to mistakes – mine and others'?
• What feedback have I dismissed recently?

Rebuild Trust

As I explore in my blog about building trust, trust is fundamental to healthy leadership. Once damaged, it requires intentional effort to rebuild.

This means consistent, trustworthy behavior over time. It means following through on commitments, being transparent about mistakes, and honoring your team's expertise.

Level Up Your Leadership

Sometimes what appears to be toxic leadership is actually a sign that you need to level up your leadership skills. Leadership is a skill like any other – it requires learning, practice, and continuous improvement.

This might mean investing in leadership coaching, reading leadership books, or finding a community of other leaders who can provide support and accountability.

Creating a New Leadership Legacy

The most powerful thing I've seen in my work with agency owners is their capacity for change. Once aware of toxic patterns, many transform their leadership approach completely.

They shift from controlling to empowering, from defensive to curious, from inconsistent to reliable. And their businesses transform as a result – teams become more innovative, client relationships deepen, and growth accelerates.

Remember, recognizing toxic traits doesn't mean you're a toxic person. It means you're human, and like all humans, you have areas where you can grow and improve. The mark of a truly great leader isn't perfection – it's the willingness to acknowledge weaknesses and commit to growth.

Ready to up-level your leadership?