Leadership is a journey of trial and error. Over the years, I’ve experimented with countless ideas to make work better for my team. Many didn’t work—and that’s okay. But today, I want to share three things that did. These small adjustments might not seem revolutionary, but they’ve stood the test of time. And they have made a difference.
For twenty years, my identity was intertwined with my profession as a journalist—a career that, by its very nature, thrusts you into the spotlight. I embraced this public role wholeheartedly, not just as an individual or a journalist, but as what we called a personal brand. This approach felt not only natural but necessary. Yet, over time, a growing realization dawned on me: perhaps I wasn’t as professional in my journalistic role as I had believed.
I had thought that this week would be a piece of cake—an exhilarating adventure, a workation of sorts, teetering somewhere between a vacation and a relaxed coffee break by the sea. But boy, was I wrong—it wasn’t as easy as it seemed.
In the modern workplace, leadership plays a pivotal role in shaping both employee behavior and organizational culture. However, it’s important to remember that not all leadership styles are equally effective or beneficial. Over the years, research has highlighted the darker side of leadership, focusing particularly on the damaging effects of abusive supervision. In this piece, I will delve into five studies that explore the ways in which abusive supervision can trigger employee procrastination, unleash Machiavellian behaviors, and fuel self-sabotage. Additionally, I will investigate how core self-evaluations can influence these behaviors. Lastly, I will provide eight practical tips for managers and organizations on promoting positive leadership styles and preventing abusive supervision.
Are you already thinking about tomorrow’s Monday today? With worry, perhaps? Even with fear? If so, you’re not alone. But why do we dread Monday so much? And what can we do about it?