Employees are now realizing they can stand up to toxic leaders in ways they never have before. People are rejecting certain aspects of workplace culture, as seen with The Great Resignation and “quiet quitting” trends. But it still doesn’t solve the mess many companies are in. Employees and customers view companies that are stuck in the past as mediocre. The same companies where bad leaders get a free pass.

Toxic bosses are like emotional zombies. They drain the joy and creativity out of work. They kill trust. They embarrass others, don’t empathize, aren’t responsive, promote fear tactics and prefer silent treatments. Many of these characteristics even resemble narcissistic tendencies. A person’s desire to control comes from a place of fear.

Being brave together helps us create lasting connections and cultures where people want to be. Not every bad boss is an extreme narcissist and some of the best leaders don’t always live by their principles. And yet the best work cultures exist when leaders and people are powered by principles. This breakdown can help us see where we can improve as leaders.

Most companies are doubling down on the same practices — to no avail. Attempting to squeeze more out of the status quo, they embrace more of the same. This is not what people want or need. As Albert Einstein once said, “Insanity is doing the same thing over and over again and expecting different results.”

Leaders can improve by asking: “What do I/we need to do differently?” They can avoid getting caught up in the wrong battles. They can do better, breaking free from the tunnel vision of only seeing execution, image management and virtue signaling.

People are starving for a new work experience and are craving career growth. They want more empathy. They need a new type of leadership to restore hope in their work lives.

This will take deep reflection. Focusing on what we can do, who we can inspire people to become, and how we can make a difference in their lives.

Here’s how to start:

1. Upgrade your leadership standards. Focus the culture on helping leaders see who they need to be versus what they should achieve.
2. Identify toxic traits in leaders early on and deliver training and development to help overcome them.
3. Focus on building the best culture and work experience for the people. Promote new leaders and hire people needed to create a thriving environment for everyone.

As we embrace organizational change, we must choose a future that helps us move on from toxic behaviors and environments. We can explore new and different ways to amplify the best of the culture. But how do we accelerate this change? We must be intentional about making better connections.

Shared Mentoring: A Path Forward

The future is about inspiring a transparent culture of shared mentoring. This type of culture goes further than execution and allows individuals to engage each other with the power of wisdom.

Here are some of the benefits of effective mentoring programs.

Benefits to the mentee:

• Skills development: Mentoring provides hands-on training and practical experience. This allows people to develop valuable skills directly applicable to their chosen field.
• Mentor relationships: Mentees benefit most from one-on-one guidance and support from an experienced mentor. This includes expertise, advice and real-world insights.
• Networking: Mentees can build a network of professional contacts. This can open doors to future job opportunities and collaborations.
• Employability: Mentoring creates more opportunities. It gives people a competitive edge in the job market with education and practical experience.
• Personal growth: Mentoring helps people grow professionally. Forming new mindsets and habits. It can foster a strong work ethic, responsibility and a sense of accountability.

Benefits to the Mentor:

• Passing on wisdom: Mentors have the satisfaction of passing on their knowledge and expertise to the next generation. This can be fulfilling.
• Leadership development: Mentoring offers an opportunity for personal growth for the mentor. It enhances leadership skills.
• Innovation and fresh perspective: Mentors often find that learners bring fresh ideas and perspectives. This stimulates innovation and creativity within the mentor’s own work.
• Personal satisfaction: Seeing someone grow and succeed can be satisfying and emotionally rewarding.

Benefits to the organization:

• Clear pathways for growth: A capable workforce contributes to economic growth. Communities with a strong labor force are more attractive to businesses.
• A skilled workforce: Mentorships help create a skilled workforce, essential for economic development and growth.
• Reduced turnover: Organizations that invest in mentorships typically have lower turnover. Mentees are more likely to stay committed to their work and enjoy the experience.
• Succession planning: It allows organizations to develop future leaders from within, ensuring a more seamless transition when senior employees retire or move on.
• Knowledge preservation: Mentorship helps preserve and pass down essential skills and knowledge, preventing their loss over time.

You don’t have to launch a traditional mentoring program. The best approach views all people as learners even leaders by creating a culture that feels more aligned and connected. The goal is to provide autonomy for the people with clear options they can choose. Learners can gain valuable skills and experience, and mentors can share knowledge and still grow creatively, while organizations benefit from a skilled workforce and a dynamic culture.

Here are some design features when considering mentoring in your organization:

How will your organization replace toxic leaders with shared mentoring? Use the insights in this article to help get you started.