Transforming Abrasive Leaders
Abrasive leaders are not bad people. They simply do not recognise that their behaviour has a negative effect on others. On top of that, driven by good results, they often believe that their way is “the right way” to manage people, and they miss the benefits of other ways of communicating and managing.
Abrasive behaviour in the workplace
Most organisations have leaders and managers who have become known for their abrasive behaviour. They may lose their temper and attack others, or make unreasonable demands. Sometimes these leaders seem inclined to misread routine interactions as personal threats to their power or success.
Abrasive executives are often stars and believe they act in the best interest of their organisations. They simply do not see that their behaviour disrupts the organisation, gets in the way of their own success and damages their relationships.
Executive coaching can help
The good news is that abrasive managers can be coached, because their behaviour almost always depends on the situation. Once they become aware of how they affect others, abrasive executives are ready to trade their aggressive approach for a more productive management style.
In these situations I use a multi-step process that includes confidential conversations with the people around the abrasive executive and role play with the executive. This comprehensive approach to change helps these executives develop empathy and alternative behaviours that improve their relationships with colleagues and other employees. Investing in coaching can help companies restore civility, avoid costly turnover and perhaps even prevent litigation.
Would your manager benefit from coaching?
Executive coaching can transform any manager, but its effect on abrasive leaders is especially strong. Research shows that in more than 80% of engagements, leaders are able to bring their behaviour to an acceptable level.
In these situations I use a multi-step process that includes confidential conversations with the people around the abrasive executive and role play with the executive. This comprehensive approach to change helps these executives develop empathy and alternative behaviours that improve their relationships with colleagues and other employees. Investing in coaching can help companies restore civility, avoid costly turnover and perhaps even prevent litigation.
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Miroslav was a certified mentor in the EU programme BOND2 (HAMAG-BICRO), helping entrepreneurs develop their companies.