Short-Term Gains, Long-Term Pains
Recently, I watched a short video by Simon Sinek that triggered deeper reflection. In this video, he asked a critical question: Why do organizations continue to promote toxic leaders, despite the erosion of trust?
First, and most obviously, the majority of companies operate within a results-oriented culture. Many businesses prioritize immediate outcomes over long-term sustainability. These leaders may hit targets or push projects forward aggressively today or tomorrow, but their leadership comes at a cost. This includes micromanagement, burnout, high turnover, creating fear-driven environments, undermining team morale, and eroding trust.
Second, companies value strong leadership, and strong leadership is expected to deliver results. But is it truly strong leadership, or merely aggressive and authoritative behavior?
Third, organizations see the tangible achievements generated by toxic leaders, while the negative impact on team morale and long-term culture is less visible and often hits later.
The challenge for organizations is to recognize and reward leaders who can deliver results while fostering a positive, trust-based culture.
It’s time to redefine success beyond mere numbers and prioritize leadership that builds both performance and people.
What’s your experience with this leadership paradox?
Every Day Development 
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