One of the values any organization must have is respect. By definition, the toxic leader demonstrates a lack of respect to subordinates. The historically wide band of tolerance for leadership style should therefore be narrowed to exclude toxic leaders. Relief for cause and poor evaluations for toxic leadership can be powerful cultural statements. Doing so would require expanding the definition of success beyond short-term metrics to include the health of the organization and the understanding that unit climate matters because service members and civilians are more than just means to an end. In such a culture, those who do not foster a positive command climate will not be successful.
Identifying and purging toxic leaders is only part of the solution. Every supervisor should be on the lookout for toxic behavior in subordinates and to coach and develop them accordingly: “The only thing a bully respects is authority from above. Thus, the only way to get help in dealing with a difficult manager is to appeal to someone in a higher position who can intervene.”
