Toxic Leadership Traits: A Research-Based Guide for Healthier, Higher-Performing Teams

Toxic leadership traits can damage performance, weaken trust, and push strong employees toward burnout. Many HR professionals, family business owners, and senior leaders notice the symptoms long before they see the cause. A team may seem tense, turnover may rise, or communication may slow down. In many cases, the issue is not a lack of talent. It is a leadership style that does not fit the people, the culture, or the environment.

Research shows that certain traits can be helpful in moderation, but harmful when they become extreme. A study by Laurijssen and colleagues (2024) found that leaders with callous or highly self-focused tendencies were more likely to show abusive or self-serving behavior when expectations were vague and consequences were weak. The researchers noted that harmful leadership behavior often grows in environments without clear rules, structure, or transparency.

For leaders who want healthy, productive teams, understanding toxic leadership traits is a practical first step. Creating the right structure is the second.

What Are Toxic Leadership Traits?

Toxic leadership traits are behaviors that disrupt trust, weaken morale, and create confusion across a team. These behaviors can include:

• Ignoring or dismissing employee input
• Leading through intimidation or pressure
• Taking credit for others’ work
• Reacting unpredictably during stressful situations
• Showing little empathy or emotional awareness

Many leaders do not intend harm. A style that worked in a high-pressure setting may overwhelm a team in a more collaborative environment. For example, behavior that is valued in military culture may feel abrupt or discouraging in a small business or family-owned company. The traits themselves are not always the problem. The fit between the leader and the culture often determines how the behavior is received.

Understanding this difference helps organizations make informed decisions rather than labeling a leader as “toxic” without context.

Why Do Toxic Leadership Traits Develop?

Toxic leadership traits usually emerge for specific reasons. Leaders may feel pressure to deliver results, may not have received strong mentorship, or may be working in systems that reward speed over connection. Some individuals naturally lean toward traits like dominance, confidence, or risk-taking. These qualities can be valuable when balanced, but harmful when left unstructured.

Laurijssen et al. (2024) provided clear evidence for this. The researchers found that leaders with strong self-focused tendencies showed more destructive behavior when expectations were unclear. When rules, consequences, and expectations were clear, those same leaders behaved in healthier and more productive ways.

This aligns closely with what CMA Global consultants see in practice. Leadership behavior does not develop in isolation. The environment shapes how traits show up and how employees experience them.

How Cultural Differences Shape Leadership Behavior

Global teams add another layer of complexity. Leadership behaviors that feel strong or effective in one culture may feel abrupt, unclear, or even harmful in another. Expectations around communication, decision-making, and emotional expression vary widely across regions. At CMA Global, our consultants support leaders in St. Louis, Denver, Kansas City, and across international locations, helping them adjust their style to match the cultural norms and needs of their teams. This global perspective is often the key to preventing well-intended behaviors from being interpreted as toxic.

How Toxic Leadership Traits Impact Teams

Toxic leadership traits influence more than day-to-day interactions. They can shape the entire employee experience. The impact often includes:

• Lower trust and weaker psychological safety
• Higher stress and burnout
• Increased turnover or disengagement
• Less creativity and fewer new ideas
• More conflict and misunderstanding
• Slow problem-solving or reduced initiative

Even one leader with harmful patterns can influence the culture. Employees may avoid speaking up, hesitate to share ideas, or work in fear of making mistakes. Over time, productivity drops as teams become reactive instead of proactive.

What Signs Should Leaders Look For?

Early signs often show up before major issues develop. Leaders should pay attention to:

• A team that communicates less openly
• Rising complaints, tension, or confusion
• Frequent misunderstandings
• High turnover in one department
• A pattern of employees avoiding collaboration
• Declines in confidence or morale

These signs often indicate that something is weakening trust and reducing clarity. They may also reveal that a leader’s style does not fit the current needs of the team.

How Organizations Can Address Toxic Leadership Traits

Addressing toxic traits does not mean replacing leaders. In many cases, leaders adjust well with the right support. Research from Laurijssen et al. (2024) showed that clear expectations and visible accountability reduced the negative effects of harmful traits. Leaders responded positively when the environment guided their behavior.

Organizations can take several steps to strengthen leadership health.

1. Clarify Expectations

Teams need simple, direct guidance about communication, behavior, and decision-making. Leaders need the same structure. When expectations are vague, harmful patterns develop faster.

2. Build Fair and Consistent Accountability

Accountability should apply to everyone. When employees see that behavior matters at every level, trust grows and harmful actions decrease.

3. Provide Coaching and Real-Time Support

Most leaders want to succeed. Coaching gives them the tools to understand their impact, manage stress, and communicate more effectively.

4. Use Development Assessments to Understand Fit

Development assessments reveal strengths, blind spots, and areas of risk. They help leaders understand how their style impacts others and how to adjust for better alignment.

What If a Leader Has Strengths and Gaps at the Same Time?

Many leaders show both. A leader may have strong strategic skills and a clear vision, but may struggle with empathy, communication, or consistency. Research shows that leaders in this situation often improve quickly when expectations are clear and coaching is available.

The goal is not perfection. The goal is a leadership approach that supports trust, clarity, and well-being.

Your Next Step Toward Healthier Leadership

Healthy leadership is the foundation of a strong workplace. Improving leadership behavior does not require dramatic changes. It begins with awareness, structure, and support.

Leaders can start by asking:

• Do employees understand what behaviors we expect?
• Do we have clear systems for accountability?
• Are we using assessments to understand leadership risks?
• Do leaders receive support when change is needed?

These questions help create the conditions for a more resilient and productive culture.

If you want to explore how leadership assessments and guided support can help your teams work with more clarity and trust, CMA Global is ready to help you take the next step.

Start the conversation today and discover how healthier leadership can strengthen performance across your entire organization.

 

Based on research by Laurijssen, Wisse, Sanders, and Sleebos (2024) published in the Journal of Business Ethics.

 

Updated on November 14, 2025 to reflect new research and expanded global leadership insights.