Everyone knows that toxic leaders ruin an organization. Ball hogs and junkyard dogs are bad enough on a team but put them in leadership and they’ll “run off” all the true service animals!

What does that leave an organization with? A toxic atmosphere with no “air purifiers” in it. People either stay because: 1) They’re causing the toxicity; 2) They don’t notice the toxicity because they’ve become desensitized to it; or, 3) They notice but have to stay—which means they’ll either shut down to protect themselves, or eventually become toxic themselves to fit in.

I was talking to a client last week who mentioned a senior manager in his department who’d been there for 40 years. She always barked and snapped at everyone, and blamed others whenever anything went wrong. This lady was mean, controlling, harsh, demanding, and uncooperative. How she got her position no one knew, and no one knew why upper management left her there, given the harm she was doing to morale and productivity.

The description reminded me of a junkyard dog—the alpha—running off whoever preferred a good home to a junkyard!

How can we make our organizational atmospheres more conducive to those who want to collaborate, serve, and build each other up for the good of the whole group?

Two words—Lead well.

1.Lead ourselves—Become “air purifiers”, versus toxic smoke. First, make sure that we’re not the problem. If we discover second-hand smoke, radioactive fallout, and/or chemical-warfare elements in every environment we’re part of, we’re probably the cause! On the other hand, we can be the ones who create warm, welcoming, and wholesome atmospheres wherever we go, regardless of our position.

Much like my dear mother-in-love who resides independently in a senior-center—wherever she goes, she spreads joy, cheer, and encouragement. No matter who she meets, whether maintenance workers, food-service personnel, other residents, or the new owner/CEO, she makes them glad for the encounter. People will even go out of their way to find her, just so they can laugh, smile, and feel better! Imagine whole teams, departments, organizations, companies, and families full of “air-purifying”, “air-freshening”, people like this! It starts with us. Are we a fragrance or a stench?

“’So whatever you wish that others would do to you, do also to them, for this is the Law and the Prophets.’” Mat. 7:12

2.Lead our peers—Encourage, inspire, and help others. Be a team-player versus a “ball-hog”. As tempting as it is to seek recognition and visibility by doing the “big-impact” and glamorous tasks, in the end, sharing, caring, and collaborating will get us farther, better. How? Those we help and share credit with will (usually) appreciate it and tell others. Even if they don’t publicly acknowledge us, others still see and will report it. Good leaders above us also notice what’s going on. If they don’t notice or care, they’re probably those toxic leaders we don’t want to hang around with anyway.

Also, regardless of the reward of recognition, we’ll feel a lot better having good relationships with those around us in whatever group we’re part of. Well-wishing always works better than causing people to wish us down a well!

“Let no corrupting talk come out of your mouths, but only such as is good for building up, as fits the occasion, that it may give grace to those who hear.” Eph. 4:29

“Therefore encourage one another and build one another up, just as you are doing.” 1 Thes. 5:11

3.Lead upward— Influence those above us in a good way. Support them in changing the atmosphere. Have the courage to give constructive feedback. Depending on who we’re giving feedback to, this can be quite risky. Some leaders, especially the “junkyard dog” types, don’t want to hear from anyone, let alone those under them. Them we leave or avoid. But most leaders above us either don’t mind, and even appreciate it. They want to grow. They want to become more effective in their leadership. They want to know what their team/group is really thinking and what’s really going on. If they don’t hear from us or anyone else about needed improvements, they’ll certainly see the effects—such as low morale, lack of motivation, decrease in work quality, etc. Helping our leaders helps everyone.

“Do not withhold good from those to whom it is due, when it is in your power to do it.” Prov. 3:27 Even if we have to do it scared, incurring the risk of reprisal, don’t withhold the good of input and suggestions our leaders need.

4.Lead downward— Use whatever authority we have to take out any toxins, even if it means removing a person causing it.

“…whoever would be great among you must be your servant, and whoever would be first among you must be your slave…” Mat. 20:26-27

“Therefore an overseer must be above reproach… sober-minded, self-controlled, respectable, hospitable, able to teach…” 1 Tim. 3:2

Once in this position of influence, go back to #1 and make sure we’re not being, doing, or saying anything to pollute the organizational environment. Let the “clean air act” start with us!