As a tech exec, you constantly seek new challenges. Moving to a different organization, you face a team with a distinct scope and leadership style. You also observe the formation of a clique within the leadership, reminiscent of the “old boy network.” However, diversity is certainly lacking.
You should have researched before making the job move. You assumed the leadership and organization culture would be similar, as it’s the same company. But you find a toxic boss and an unwelcoming culture that goes against your leadership beliefs. So, what defines a toxic boss?
- They share the minimum information they can and do not mentor leaders. Insecurity is a common trait.
- They talk about taking accountability without defining what that means. And they don’t take it themselves.
- Once they have goals set, they never want to adjust them unless it’s to make them more difficult.
- People in their organization who have “wins,” no matter how they come about them, are praised. People who have a loss, no matter how minor, are relegated to an “untouchable” status.
- There is no such thing as work-life balance. Time off gets in the way of generating a higher level of performance.
- People they like, who are like them, are tolerated, no matter how toxic. Even if there are complaints about the toxic person that are valid, they are overlooked if the toxic tech exec is generating business.
- Pressure and fear of job loss are common ways to keep people inline.
How do these people thrive in a company that emphasizes diversity, equity, inclusion, and work-life balance? It’s a mystery. Either senior executives overlook it for revenue, or the company doesn’t truly embody its stated values.
Be cautious when moving jobs, whether internal or external. Culture is crucial, and leadership plays a vital role in determining your success as a tech executive.