Insights

Toxic workplace experiences can drain energy, damage morale, and stifle creativity. Whether it’s down to a difficult manager, a high-pressure culture, or tricky interpersonal dynamics, these situations can make work feel like a daily struggle. In a recent episode of The Workplace Podcast, William Corless and Dr Carol Kauffman explored how leaders and employees alike can neutralise the effects of toxic work environments.

Understanding Toxicity in the Workplace

Toxicity exists on a spectrum. As Dr Kauffman explains, some workplaces have low psychological safety, which discourages staff from speaking up or fully engaging. Others are outright toxic—where leaders might humiliate staff, block progress, or create a culture of fear. While extreme cases are rare, many organisations harbour toxic pockets—small areas of negativity that harm wellbeing and performance.

Signs of a Toxic Workplace

• Lack of Psychological Safety – Staff are afraid to speak up or make mistakes.
• Micromanagement and Control – Managers overly control work, damaging trust and autonomy.
• Public Shaming or a Blame Culture – Mistakes are punished, discouraging initiative.
• Pressure Without Support – Staff feel overwhelmed without clear guidance.
• Unpredictable Behaviour – Managers swinging between supportive and aggressive behaviour cause instability.

How Leaders Can Prevent and Tackle Toxicity

Dr Kauffman notes that most managers don’t intend to create toxicity—often it stems from stress or insecurity. Good leadership requires self-awareness and a proactive approach. Leaders should reflect on questions like:

• Am I silencing my team, even unintentionally?
• Do I recognise my impact on others?
• How do I behave under pressure?
• Am I creating a safe space for the team?

Creating a culture of open dialogue and clear behavioural expectations helps reduce toxicity. Continuous development—like coaching and training—supports emotional intelligence and better decision-making under pressure.

The PEAK Framework: Managing Your Response to Toxicity

To help individuals respond to toxic situations, Dr Kauffman introduced the PEAK framework:

• P – Physiology: Calm your body. Breathe slowly, stay hydrated, prioritise rest.
• E – Ecosystem: Understand the external pressures. Build a network of supportive relationships.
• A – Affect (Emotion): Stay emotionally balanced to avoid reacting impulsively.
• K – Knowledge and Wisdom: Reframe the situation, recognise patterns, and avoid catastrophising.

This framework helps individuals stay composed and reduces the emotional toll of difficult work environments.

Fostering a Healthier Work Culture

A positive workplace culture starts with individuals but grows through strong leadership. Dr Kauffman speaks about “little-c culture”—the micro-cultures formed within teams. Even in a demanding organisation, individual teams can foster trust, safety, and collaboration.

One key approach is buffer leadership—where managers act as shields, protecting their teams from wider organisational toxicity. Managers should prioritise communication, give constructive feedback, and make sure their team members feel valued.

Dealing with Difficult Leaders: The Four Stances of Response

When faced with toxic leadership or difficult behaviours, individuals can choose from four response strategies:

1. Lean In with Action – Address the issue directly but professionally.
2. Lean Back with Data – Observe patterns and think it through before reacting.
3. Lean with Connection – Engage empathetically to understand the other person.
4. Don’t Lean – Choose not to engage when it would be unproductive.

These responses offer a practical way to handle challenging interactions while staying professional.

Spotting Accidental Toxicity

Not all harmful behaviour is deliberate. Dr Kauffman refers to Liz Wiseman’s idea of accidental diminishers—well-meaning leaders who unintentionally stifle their teams. Recognising this pattern and working to correct it can greatly improve leadership effectiveness.

Setting Boundaries and Seeking Support

Dealing with toxic environments also means setting and defending boundaries. Employees should feel empowered to:

• Professionally state their needs.
• Identify when their well-being is being affected.
• Find allies within the organisation.
• Use HR and company policies when needed.