Abrasive Behavior Coaching
Patricia M. Porter, ACC is an Accredited Boss Whisperer® (ABW) through the Boss Whispering Institute.
She provides executive coaching to senior level leaders using the Boss Whispering® method.
She provides executive coaching to senior level leaders using the Boss Whispering® method.
What is the problem? Complaints about an abrasive boss...
Organizations who receive on-going complaints of abrasive, aggressive or bullying behaviors in their workplace leaders are often befuddled as how best to approach the problem. The organization’s senior executives in partnership with Human Resources personnel need to seriously consider these negative perceptions and address it…the earlier the better. Are the negative perceptions a result of misunderstandings which have escalated to an on-going conflict? Could the problem be a long-term pattern of inappropriate conduct and hostile behaviors? Or is this a systemic problem involving multiple team players reacting aggressively to one or two employees?
What are the abrasive and destructive behavior leaders' display?
Abrasive and potentially destructive behaviors span a continuum from mild to severe. For example, on one end of the spectrum are passive-aggressive behaviors where someone says or does one thing in front of you and then says or does the opposite behind your back with the intent to undermine or sabotage you. On the opposite end of the spectrum are abrasive or even aggressive behaviors such as an acerbic tone, a biting and sarcastic remark, an angry outburst, throwing things, shouting obscenities, making threats and public humiliation. For those in positions of power and authority, they can easily threaten employees with their jobs or threaten their ability to move up the career ladder. These are just examples of destructive behaviors eroding trust and creating an intolerable work environment for one employee, a team or even the whole organization.
How can I help this leader?
Often organizations find a great deal of value in their executive leaders but are perplexed by the leader’s lack of skill to motivate people positively or manage their own negative emotions. One way to help be a catalyst for change is to provide the leader with a specialized niche of Executive Coaching. This coaching process focuses on coaching leaders who use abrasive and toxic behaviors. These damaging behaviors cause significant distress between team members, coworkers, peers and direct reports often leading to dysfunction and disruption in the organization. Often leaders who display these types of behaviors lack self-awareness and insight about others.
What are the coaching goals?
1st step – Identify what are the negative perceptions
2nd step – Examine what causes leader to be perceived this way
3rd step – Build strategies to eliminate or reduce negative perceptions
Organizations who receive on-going complaints of abrasive, aggressive or bullying behaviors in their workplace leaders are often befuddled as how best to approach the problem. The organization’s senior executives in partnership with Human Resources personnel need to seriously consider these negative perceptions and address it…the earlier the better. Are the negative perceptions a result of misunderstandings which have escalated to an on-going conflict? Could the problem be a long-term pattern of inappropriate conduct and hostile behaviors? Or is this a systemic problem involving multiple team players reacting aggressively to one or two employees?
What are the abrasive and destructive behavior leaders' display?
Abrasive and potentially destructive behaviors span a continuum from mild to severe. For example, on one end of the spectrum are passive-aggressive behaviors where someone says or does one thing in front of you and then says or does the opposite behind your back with the intent to undermine or sabotage you. On the opposite end of the spectrum are abrasive or even aggressive behaviors such as an acerbic tone, a biting and sarcastic remark, an angry outburst, throwing things, shouting obscenities, making threats and public humiliation. For those in positions of power and authority, they can easily threaten employees with their jobs or threaten their ability to move up the career ladder. These are just examples of destructive behaviors eroding trust and creating an intolerable work environment for one employee, a team or even the whole organization.
How can I help this leader?
Often organizations find a great deal of value in their executive leaders but are perplexed by the leader’s lack of skill to motivate people positively or manage their own negative emotions. One way to help be a catalyst for change is to provide the leader with a specialized niche of Executive Coaching. This coaching process focuses on coaching leaders who use abrasive and toxic behaviors. These damaging behaviors cause significant distress between team members, coworkers, peers and direct reports often leading to dysfunction and disruption in the organization. Often leaders who display these types of behaviors lack self-awareness and insight about others.
What are the coaching goals?
1st step – Identify what are the negative perceptions
2nd step – Examine what causes leader to be perceived this way
3rd step – Build strategies to eliminate or reduce negative perceptions
