Written by It is not a secret that toxic leadership has been linked to workplace PTSD and has been shown to inflame other mental health issues. This is evident when a workplace culture has over-explained employees who feel every decision they make must be presented to the Supreme Court.
These feelings of needing to document to the point of malicious compliance can increase symptoms of workplace PTSD & can have additional emotional health effects. Not to mention how this can affect your organizational culture in the long term. Organizational culture and the workforce sociologically have been studied and found to be like an evolving organism prone to grow and change as the outside world grows and changes. As the culture changes, we forget in a company to train our leadership so that they grow and evolve with the changing culture.
We see this in both remote work and in-person work. Leaders do not work to develop trust with their teams and thus refuse to give autonomy, which is part of what seasoned professionals enjoy about remote work. In my dissertation research, remote leaders who were only remote during COVID either enjoyed and embraced remote work or could not wait for in-person or hybrid to happen as they missed being able to use in-person management skills that, in truth, are displaying serious control issues as the root reason.
Letting go and developing trust with one’s team can transform leadership. This transformation can also have the added benefit of remote work, allowing more room for leadership to develop a work-life balance and lower stress that can inflame mental health concerns for leadership and followership. In the end, it really is about trust and communication.
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Dr. Stephanie Diana Eubank DBA Remote Team Research (AKA Dr. Bear) 