As leaders, it is our responsibility to make people feel secure, safe, and supported. Leaders who bully their employees, create anxiety, and enjoy controlling others are leaders who lead by instilling fear. They may know the business but lack people relation skills. You will often see this in employees who were promoted based on their performance and knowledge of their work but haven't proven themselves in leading or building relationships with others.

I was working for a nonprofit organization when I inherited an employee who had been managed by a leader whose leadership style fear-based. Phillip was my accountant at the nonprofit organization where I worked. For the most part, Phillip had an immaculate office except for this box filled with piles of stuff in a visible place. This box bothered me every time I walked into his office because it looked like an unpacked storage box with items that needed to be put back where they belonged, stored out of sight, or thrown away. To make matters worse, it was kept right next to his office door as you entered. Whenever we had special visitors or tours, I would ask everyone to tidy up their space. Phillip would do so, but that box of what I called rubbish never moved.

I had been working there for about a year when, during a staff meeting, I addressed the topic of leadership. We were talking about the qualities of a good leader and how a poor leader can affect the work culture and employee performance.

📦📦📦 THE BIG REVEAL 📦📦📦

The two employees who had been there the longest (one for 18 years, and the other for Phillip, who had been there ten years) started sharing their experiences about the poor leadership that they’ve had at the company. During that conversation, Phillip mentioned that because of a previous leader who led by creating fear, and the uncertainty of getting fired at any moment and without warning, he packed his items one day, and always kept his box near the door and ready to exit. Hmm... So that explained the packed box near his door.

He explained that the previous director had a habit of firing people on the spot and without notice. She'd then make them do the "walk of shame" by handing them a box to pack and escorting them out the front door while coworkers stared. Phillip was determined not to give her that pleasure, so he packed his box and kept it ready by the door, patiently awaiting his turn.

He continued by saying that this was the first time he felt safe and that he was ready to unpack his box. It had taken him a year to rebuild his trust in people in positions of authority, and he felt he could now relax and trust under new leadership.

No employee should have to feel this way. Even your worst employee should be given the opportunity to improve and be aware that his or her job is in jeopardy before being dismissed.

THREE WAYS FEAR-BASED LEADERSHIP CAN DESTROY A WORK CULTURE

1. Your Employees Avoid You

Employees become afraid of losing their jobs and adopt safe behaviors when forced to follow a disempowering or intimidating leadership style. Avoiding their leader may be a prudent course of action. The employee will say and do little to "rock the boat," hoping that something will change, or try “dodging the bullet” until they can find another job. Unapproachable managers will never be aware of their staff members' true emotions until it is too late, and even then they will not take accountability.

2. High Performers Are No Longer Thriving

When high-performing employees stop adding value, exchanging ideas, or participating in projects, that is another red flag. These top performers might respond to inquiries with answers, but their creativity, excitement, and faith in the mission disappear. Because of their innate propensity to thrive on performance, their change won't go unnoticed. This can be a significant loss for any company because other people will notice, resulting in a ripple effect.

3. Employees Are Afraid to Admit Their Mistakes

Employees who feel they cannot turn to their leader for assistance are prone to making decisions without consulting others or seeking clarity. This creates opportunities for increased mistakes when the expectations are not clear. Often confusion will surface

which will lead to a lack of transparency. Instead of providing opportunities to coach and mentor, what you might experience is a toxic environment full of gossip, chaos, and team members blaming one another, because they are now distrustful of the process.

Keep in mind that it is our responsibility as leaders to bring out the best in everyone, and an atmosphere of fear will prevent us from doing that. If you want to improve your leadership abilities, whether you are a new leader or an experienced one, think about finding a mentor, hiring a coach, or enrolling in courses. You can find a list of courses at legendaryleadershipacademy.org.