Posted on Feb 28, 2014
What do you do with a toxic subordinate or, worse, a toxic peer?
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"Toxic" does not necessarily mean that they do anything unbecoming, illegal, or in violation of policy. It refers to the individual's effect on the culture of an organization. So, discipline and corrective action may be unavailable.<div><br></div><div>My best approach is to try to assimilate them, but if that does not work then isolate him/her from you and others in the organization, and marginalize his/her effects. We should all be vigilant to distance ourselves from aiding and enabling toxic peers and subordinates.</div>
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Toxic Leadership
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Toxic Leadership Values
Posted 10 y ago
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Sir,
You have hit it on the head. Discipline and corrective action is how I would handle it. Maybe go back to writing a 1000 essay on team work.
V/R
1SG Haro
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I agree, toxic subordinate can be generally guided and mentored onto a better path, a peer while more difficult will usually respond especially if it's a team effort, involving multiple members of the Chain of Command. I've dealt with a toxic superior, and it was not quite as successful, the main focus here needs to be on successful mission accomplishment, and in doing that the toxic leader benefits from the professionalism of those beneath them, but mission failure is not an option, as they generally have the authority to deliver "pain" on those beneath them. In summary it's a clearer path to success dealing with toxic subordinates and peers, leaders...not so much...mi dos centavos
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LTC (Join to see)
Thanks SFC O'Malley. Hope things are well with you, by the way!
I'm glad you discussed the "toxic peer" scenario. I can only imagine that the team effort goes better in the NCO realm than it would ever go in the officer realm; as a group of officer peers, we can tend to be petty, and it probably only gets worse as one climbs in rank and position. In short, I think NCOs police their own far better than officers do. Our incentives, however, are different.
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Sir, I really like how you point out that being "toxic" isn't necessarily an unbecoming action. When I've discussed these matters in open forums, I point out that being "toxic" also includes speaking to an individual in a manner that makes them feel like a rank lower than what they are wearing. We see this a LOT in the recruiting command. I've had 1SGs and SFC peers poke fun at me when they hear me call my office and my conversation with a recruiter goes like "Hey SSG ___, can you give applicant X a call and get this update for me? Ok thanks, let me know when you talk to him". I get laughed at, saying that it's the "kinder, gentle" Army. But I disagree. You don't always have to bark orders at people. It's perfectly fine to show people dignity and respect, it goes a long way and in the end they'll respect you more for it, especially when I'm speaking to another NCO. For the "toxic" leaders who can't seem to catch on, I don't think there's much help. I think in the end, it's going to take a significant emotional event like a formal complaint, an investigation, and some real tough love. I've seen us go through resiliency training, SHARP/EO, professionalism classes, and so forth. But when I look to my left and right, I still see/hear a constant disrespect towards leaders, peers, and subordinates.
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LTC (Join to see)
Great point, SFC Deason. It is certainly progress when we can lead others without subjugating them. That's what culture-building is all about.
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