Tyler, a skeptical CEO, turned to executive coaching despite initial doubts. His feedback highlighted controlling and arrogant behavior, but he questioned its relevance due to successful business results. The article argues that while some leaders may thrive despite bad interpersonal behaviors, research indicates that such an approach is detrimental: strong collaborative managers lead to better results, improved team performance, and greater employee retention. Toxic behaviors ultimately jeopardize long-term effectiveness and resource allocation, emphasizing the need for leaders to develop interpersonal skills alongside achieving results.
Tyler, the CEO of an early-stage technology company, reached out for executive coaching support at the recommendation of a college friend: "Give it a try," she encouraged. He was skeptical about anything "touchy-feely" and wondered if coaching could offer his leadership an "edge."
Tyler's not an anomaly. There are leaders everywhere who behave badly interpersonally but exceed sales goals, secure investor funding, or get a product to market in record time.
Today's leaders need to focus on results and interpersonal relationships for long-term success. Competitive and collaborative leaders get the strongest results.
Over time toxic leaders contribute to reduced productivity, decreased employee performance, increased turnover, and increased legal fees. These consequences are a drain on resources.
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