Mita Mallick’s Post

I wish more toxic leaders would realize this 👇🏿👇🏿👇🏿 You can't fix yourself by breaking someone else. Toxic behaviors in the workplace: ❌ Yelling & shouting ❌ Spreading rumors ❌ Blaming & shaming ❌ Manipulating & lying ❌ Demanding & unrealistic expectations For some toxic leaders, these actions provide a temporary rush of power. But the relief is fleeting, and the cycle repeats, poisoning our work environments. 🔄 Here's the hard truth: 💡 These behaviors don't heal what's broken within. They don't fix, repair, patch, mend, rebuild, or fill that inner void. So, toxic leaders, ask yourselves: How many individuals will you "break" before enough is enough? 🤔 Remember: True leadership builds others up, it doesn't tear them down. 🌱 #leadership #culture #inclusion #toxicworkplace #professionaldevelopment

Be so forreal...do you really think this style of leadership works??? Aggressive leadership is NOT IT. (sorry Dory!) Let's chat about why? Aggressive leadership is a confrontational style. You may have/be a aggressive leader IF: -leaders needs are prioritized -assert dominance to get results -threaten subordinates jobs -place blame when problems arise -criticism/humiliate mistakes -win at all costs mentality In my early years of management I thought people had to be aggressive to drive results....Many women feel this way as kindness in women is often mistaken for weakness. I quickly learned...people actually hated it. When do I drive the most results? -by being kind -adding personal touch into the workplace -saying I am sorry (and meaning it) -learning from mistakes -asking questions -empathizing #peopleandculture #leadership #peoplemanagement #hr #hrcommunity

Many leaders genuinely want to foster inclusion, but unconscious biases and ingrained behaviors can get in the way. A compelling article shares a technique borrowed from performance artists to combat this: the mantra. Key Points: Unconscious Bias is Real: Even well-meaning leaders may unknowingly exclude or distance themselves from diverse team members through subtle microaggressions. Self-Regulation Backfires: Trying to suppress thoughts like "Don't offend anyone" often has the reverse effect. Mantra: A Powerful Tool: Repeating a simple, positive phrase like "I'm glad you're here" or "We're in this together" before interactions helps focus on generosity and connection. The Mantra isn't about faking it. It's about channeling a genuine intention that might be temporarily blocked by fear or discomfort. This technique helped Rob, a VP in the article, transform his interactions with his team. Have you tried using a mantra to foster inclusivity? What phrases work for you? #leadership #inclusion #diversity #unconsciousbias #teambuilding https://lnkd.in/dDzRFH2b

Good leaders create work environments where: 1. All opinions are heard and respected regardless of the age or rank of the one giving it 2. People can be their real selves 3. People are not judged by what they wear 4. People trust and respect each other 5. Disputes are settled through dialogue, not debates 6. Everyone has got each other's backs 7. People do not need to fear being sexually harassed 8. People are treated equally regardless of their sexual orientation 9. Everyone's talent is recognized and allowed to grow 10, People take care of each other 11. Being kind is the norm, not the exception 12. Everyone has a clear sense of purpose 13. Everyone knows they can contribute to a common vision 14. People can disagree with the leader without fear 15. And where a leader's role is to make it easier, not more difficult for those they lead to do their jobs #EarnYourLeadership #ServantLeadership #SafeSpaces #Leadership

Shifting from Em-powerment to Self Agency We get to hear a lot these days that leaders need to empower their people. What leaders miss to understand is when they em-power their people who is the ‘who’ that really has the power? Empowerment is usually characterised by the word 'allow'. -Allow people to take risks -Allow them to make mistakes -Allow them to take decisions. There is a give & take relationship in empowerment. This makes people always wait for power to be given to them. To build a truly autonomous & and accountable team, leaders must coach their people to discover their self-agency. Instead of saying 'Yes' to permission seekers, leaders need to inquire 'Why do you ask?' When you hear less of 'Can I' and more of 'I want to' then you have really built a team that is high on self-agency and eventually, accountability. #accountability #selfagency #empowerment #teamsuccess #permission

There are many reasons why some leaders shy away from being assertive. Wanting to be loved, follow some social norms or even not having the courage to take responsibility of their decisions. #executivecoaching #leadershipdevelopment

Imagine walking into work every day knowing you can truly be yourself, knowing that your opinion will be valued, and that you have the full trust of your colleagues and supervisors. As leaders, it's our responsibility to create that environment. By earning the trust of our team and embracing diverse perspectives, we can build a workplace where everyone feels supported and empowered. However, sometimes there can be a lapse on the part of the leader in judging such an environment. When this happens, it's crucial for leaders to identify the issue and take steps to address it. This is especially important because people perform best when they feel safe. Nobody can be expected to work freely with the proverbial sword hanging over their heads. If they feel they can be vulnerable at the workplace without facing negative consequences, then the leader has succeeded in creating a positive, non-toxic work environment. Dr. Srirupa Banerjee #Traverse #Leadership #Trust #Leadershipcoaching

Psychological safety is the bedrock upon which trust, innovation, and collaboration thrive. It empowers individuals to share their authentic voices, ideas, and concerns without fear of judgment or reprisal. But how do we establish and nurture this crucial element? It begins with leaders who lead by example, exhibiting the courage to take risks and embrace vulnerability. By demonstrating their openness to new ideas and perspectives, leaders inspire their teams to do the same. #psychologicalsafety #workplacecollaboration #workplaceculture #belonging #inclusionmatters

Leaders often hesitate to seek assistance when facing challenges, as the stigma around vulnerability can be discouraging. Unfortunately, the fear of being judged prevents many leaders from opening up about their struggles. It's crucial to recognize that everyone, including leaders, experiences difficult times, and expressing vulnerability should not be met with mockery. Sadly, our societal norms sometimes lack the empathy needed to humanize men in the same way we do for others. Let's encourage a more compassionate approach, fostering an environment where leaders feel comfortable sharing their challenges without fear of judgment or backlash. After all, embracing vulnerability is a strength, not a weakness, and it paves the way for growth and understanding. #strength #leadersarehumans #corporate #coach

Leaders often hesitate to seek assistance when facing challenges, as the stigma around vulnerability can be discouraging. Unfortunately, the fear of being judged prevents many leaders from opening up about their struggles. It's crucial to recognize that everyone, including leaders, experiences difficult times, and expressing vulnerability should not be met with mockery. Sadly, our societal norms sometimes lack the empathy needed to humanize men in the same way we do for others. Let's encourage a more compassionate approach, fostering an environment where leaders feel comfortable sharing their challenges without fear of judgment or backlash. After all, embracing vulnerability is a strength, not a weakness, and it paves the way for growth and understanding. #strength #leadersarehumans #corporate #coach