Inflexibility
Some people struggle to accept change. Even if they recognize the need to change, they cling to the past. Colleagues see these employees as rigid and obstacles to the success of a project or organization.
Delusions of Grandeur
A delusion of grandeur is a false belief in one’s own greatness or superiority. Not only do these people have high self-esteem, but they also insist on their importance despite proof that indicates otherwise. People who have this trait do not work well in teams, alienate people with their airs of superiority, and often cause others to carry disproportionate workloads.
Negativity
Some people seem to thrive on negativity, quick to point out the downside of any positive event. In doing so, they sabotage improvement efforts.
Self-Deprecation
Self-deprecating people know their weaknesses and shortcomings and aren’t afraid to point them out. Women are far more inclined than men to describe themselves in self-deprecating terms. Unfortunately, they are providing reasons for others to undervalue them.
Perfectionism
A perfectionist becomes bogged down in minutia that does not contribute significantly to the team’s goals. They need to be the best at everything, and any mistake is a crisis. They may avoid undertaking projects they can’t excel at, which can derail their own and others’ work.
Skepticism
Glum, one of the Lilliputians from Gulliver’s Travels, always had a gloomy outlook. He is most famous for his phrase, “It’ll never work, we’re all doomed, “ delivered in a dreary, monotonous voice. Skeptics constantly interrupt the flow of ideas and impede progress.
Arrogance
An overestimation of one’s abilities characterizes arrogance. Arrogant people often boast about their self-perceived talents and successes to a fault. They see themselves as charming and use that charm to excuse their condescension. They often work alone as nobody wants a steady diet of hearing how great they are.
Playing the Blame Game
Most workplaces have at least one person who points their finger at others when something goes wrong. They rarely acknowledge their mistakes and are the first to blame someone or something else when things go wrong.
Playing the Victim
Regardless of the situation, this person is always the victim when something goes wrong. Nothing that happens to them is their fault. They have a difficult time taking responsibility for missed deadlines or professional mistakes.
Anger
Angry employees are prone to volatile, unpredictable behavior when something does not go their way.
The hotheads manifest their emotions through temper tantrums, screaming matches, or tears.
Gossip
Gossipers relish having information that others do not and bask in the attention others give them.
Unfortunately, they do not confine their conversations to the facts or the truth. They often embellish the story, which then is passed on and becomes even more convoluted. Managing gossip is challenging in that the behavior is rooted in insecurity. If the person cannot improve their self-esteem, even if the gossiping ceases, the insecurity will find another outlet.
Envy
Professional envy is real. It is the feeling that someone has something we wish we had, such as an award, bonus, prime office space, or the ear of the boss. It is hard for these people to appreciate other members’ hard work or congratulate them on their success. Indeed, they are often pleased when a colleague fails. This type of behavior is self-destructive and will hamper any success the individual could have hoped to have achieved.
Lack of Teamwork
Displaying many of the previous characteristics can place team members in a position where no one wants to work with them. In essence, they have pushed people away so that they can work on their own.
They might call this autonomy, but in reality, it is their way of limiting the need to collaborate. People who want to work in isolation minimize their ability to contribute to the team’s goals.
Fear
Some people operate on fear—fear of failing, losing their job, being called out for a mistake.
The prospect of failure can turn them into deer in the headlights. However, in their attempt to avoid disappointment, they may be missing out on opportunities for success.
Gullibility
Pushovers cannot say no to new tasks, bad ideas, and disrespectful coworkers. While this tendency might be masked as kindness, their lack of input is inherently damaging to their team. They tend to struggle to manage priorities, often causing them to fall behind. They do not offer honest feedback to others, and their behaviors can be seen as a ploy to ingratiate themselves to senior administrators.
Self-Doubt
Some individuals keep a low profile because they lack self-confidence. Their fearfulness and anxiety about their skills limit their ability to contribute meaningfully to a team.
Profanity
Communication is probably the most critical element for success. Choosing the right words at the right time is an essential skill. However, some people think it makes them “cool” to use foul language in the workplace. In reality, foul language is offensive and can be discriminatory and intimidating.
Do you see yourself in any of these toxic behaviors? If So, it’s time to make a conscious effort to turn around poisonous tendencies.
Time for Reflection
In considering the characteristics that can sabotage a successful career, it is important to note these behaviors in others and ourselves. Only through non-defensive self-reflection can we reach a place where we can identify traits that hold us back. Only then can we begin to make changes that might improve our success at work and help others identify their roadblocks?