Toxic Bosses Exposed: The 7 Emotional Behaviours That Hold Leaders Back
Emma had always been a dedicated professional, passionate about her work and eager to contribute to her team’s success.
However, her enthusiasm quickly faded under the leadership of her manager, James. James was unpredictable—one moment, he would lavish praise on the team, and the next, he would belittle them in front of others.
He took credit for Emma’s ideas, dismissed her concerns, and constantly micromanaged her work. As the stress mounted, Emma began to dread going to work, her confidence eroding with each passing day. She wasn’t alone—her colleagues were equally frustrated, but no one knew how to change the situation.
Emma’s experience is not unique. Toxic leadership can take many forms, but at its core, it stems from problematic emotional behaviours that undermine team performance and morale.
What should you do if your management is toxic? How do you navigate the challenge?
Decades of research shows that focusing on Emotional Intelligence at work (Business EQ) provides a straightforward approach to assessing the signs of toxic management or leadership and how to improve performance.
The Seven Emotional Behaviours of a Toxic Boss
Here is the thing, not every boss is toxic—some are just demanding, indifferent, or frustrating at times. But when leadership veers into toxicity, it’s time for a course correction.
The EBW Business EQ Compass serves as a navigation tool, to assess leaders and recalibrate their approach, to help them shift from destructive patterns to high-performance leadership.
But how do you know when it is time for change?
Here are seven emotional behaviours to watch out for in toxic leadership:
EBW Business Emotional Intelligence Compass
1. Lack of Self-Awareness
Toxic managers often struggle with self-reflection and emotional regulation. They believe they are always right, leading to resistance to feedback and an inability to adjust their behaviour.
EBW’s Self-Awareness Index helps leaders recognise their emotional impact on others, fostering personal growth and reducing destructive behaviours.
2. Micromanagement and Lack of Trust
A lack of trust in employees results in excessive oversight and an inability to delegate. Toxic managers feel the need to control every detail, leading to disengagement and reduced productivity.
The EBW Decisiveness scale identifies how comfortable a leader is with decision-making and delegation, highlighting areas where they may need support in letting go.
3. Excessive Self-Interest (Motivation Driven by Ego)
Some leaders are driven purely by personal gain, often taking credit for others’ work and prioritising personal success over team or company well-being.
The EBW Motivation dimension measures a leader’s energy, passion, and drive for work. Leaders with low motivation may lack enthusiasm, struggle to inspire their teams, or focus only on immediate tasks without seeking challenges.
4. Abuse of Authority (Lack of Influence for Positive Impact)
Toxic managers often weaponise their authority, expecting unquestioned obedience rather than encouraging collaboration and engagement.
The EBW Influence scale measures a leader’s ability to inspire and persuade positively rather than demand compliance through fear and intimidation.
5. Low Empathy
Managers who lack empathy fail to recognise the needs and perspectives of their team. They do not invest time in building relationships or understanding the impact of their communication style.
The EBW Empathy scale measures a leader’s ability to consider others’ emotions and adjust their approach accordingly.
6. Inconsistency and Unpredictability
Employees of toxic bosses often find themselves in environments where expectations, priorities, and standards shift unpredictably.
EBW’s Conscientiousness measure helps leaders understand the value of structure, planning, and fairness, reducing erratic decision-making and improving team trust.
7. Low Stress Resilience and Poor Emotional Regulation
Leaders who struggle to manage their own stress often pass that stress onto their teams, creating a tense and unhealthy work environment.
The EBW Stress Resilience measure helps leaders develop strategies to manage workplace pressure effectively, reducing the likelihood of emotional outbursts or inconsistent reactions.
The Consequences of Toxic Leadership
When these toxic emotional behaviours are present, they have widespread consequences for employees and organisations, including:
High stress and anxiety levels, leading to reduced engagement and performance.
Loss of trust, which erodes collaboration and psychological safety.
Low morale, reducing team cohesion and innovation.
Increased turnover, as employees seek healthier work environments.
Burnout and serious health issues, driven by chronic stress and emotional exhaustion.
How EBW Business EQ Can Help Address Toxic Leadership
Assessing Leadership Emotional Behaviours
The EBW assessment provides insights into a leader’s emotional behaviours, helping identify toxic traits and areas for development. By understanding their positioning on the **EBW Compass compared to other successful leaders, managers can work towards healthier leadership approaches.Developing Self-Awareness
Through EBW coaching and feedback, leaders gain a clearer understanding of how their behaviour impacts their teams. The EBW Self-Awareness Index helps managers bridge the gap between how they perceive themselves and how others experience them.Enhancing Emotional Resilience
Leaders who struggle with stress resilience can use EBW tools to develop coping strategies, ensuring they manage challenges constructively rather than allowing stress to negatively impact their decision-making and interactions.Building Empathy and Influence
The EBW framework supports leaders in developing emotional intelligence skills that foster trust, collaboration, and effective team communication.Creating a Healthier Work Environment
Teams led by emotionally intelligent managers benefit from increased psychological safety, higher engagement, and improved performance. EBW team assessments benchmark a team’s effectiveness across key emotional behaviours, helping organisations build high-functioning leadership cultures.
Moving Forward: When to Address or Exit a Toxic Workplace
If addressing toxic leadership is not possible, employees should prioritise their well-being. The EBW approach provides a structured framework for navigating difficult work environments, whether through self-management techniques, seeking dialogue, or escalating issues where necessary.
By equipping leaders with the insights and tools to manage their emotional behaviours effectively, EBW Business EQ acts as a leadership compass, guiding them towards self-improvement and business success.
Take Action: Get EBW Certified or Work with an EBW Partner
Toxic leadership can be changed. If you or your organisation want to develop Business EQ-driven leadership, consider getting EBW Certified or working with an EBW Assessment Partner to run an EBW Leadership Programme.
📌 Find out more here: https://www.ebwglobal.com/leadership-development