To identify the shift from toughness to toxicity, HR has to increase its awareness, communicate about the challenges, and reassure the employees that the management is actively resolving the situation.
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Ultimately, the detrimental effects of toxic leadership permeate every aspect of the organisation, leading to increased turnover, diminished performance, and long-term damage to the company's reputation and bottom line.
The key question to ask is not just what the intent of the leader is but the impact they have on the followers and course correct from there. Self-interest vs. the interest of others is a key distinction between tough and toxic leaders.
Strength is that of character, of ethics, of purpose -not strength born out of position/power and bullying.
Where a leader is transitioning from toughness to toxicity, adversely impacting employee morale, HR must assume a crucial role in orchestrating interventions to rectify the situation to mitigate the negative impact.
