10 Executive Behaviors That Quietly Destroy Leadership Teams (and How to Fix Them)
Leadership success isn’t only about strategy, performance metrics, or brilliant ideas.
Very often, what makes or breaks executive teams is behavior—subtle patterns that disrupt trust, cooperation, and morale.
As leadership researcher Manfred F. R. Kets de Vries observes, what sinks leadership teams isn’t dramatic crises, but “the low-grade interpersonal antics… that do the real damage” .
In high-pressure environments where every decision matters, these everyday habits can erode productivity and culture before anyone notices.
Below are the 10 behavior patterns that quietly sabotage executive performance—and what great leaders do instead.
1. Turning Everything Into a Competition
Some executives treat every meeting like a sport, where the only goal is to win, not collaborate .
✅ High-performance mindset
❌ Silos, ego battles, idea shutdowns
Better: Focus on winning as a team, not winning the argument.
2. Taking Credit for Others’ Work
Credit hoarding kills morale and trust. As highlighted in the paper, some leaders “collect credit like frequent flyer miles” .
Better: Recognition is free. Give it generously.
3. Avoiding Accountability
Great leaders say “I dropped the ball.”
Bad leaders say “It wasn’t me.”
Better: Own mistakes. It builds credibility.
4. Being a “Yes-But” Leader
“Yes, but…” is disguised resistance that kills innovation .
Better: Be a “Why-not?” leader willing to explore possibilities.
5. Withholding Information
Some leaders hoard information like power chips—breeding confusion and mistrust .
Better: Share openly. Transparency accelerates performance.
6. Forgetting to Recognize Others
Praise takes two seconds. Ignoring contributions costs talent loyalty .
Better: Embed recognition into culture.
7. Not Listening
Non-listening leaders are mentally rehearsing their next speech instead of hearing people .
Better: Practice real presence: ask, listen, reflect.
8. Being Emotionally Inconsistent
When leaders swing between calm and chaos, teams operate in fear mode .
Better: Emotional stability = psychological safety and trust.
9. Always Negative
Perpetual pessimists believe they’re “realists.” In reality, they “turn rainbows into reasons to complain” .
Better: Balance realism with optimism and possibility.
10. Emotional Explosions
The “executive volcano” that erupts suddenly erodes trust and creativity .
Better: Emotional intelligence and self-awareness over ego.
Why This Matters
Leadership is not about perfection. As the document concludes,
“The hardest part is managing yourself… these habits come from fear, ego, habit, or fatigue—and they can be unlearned.”
The leaders who thrive are the ones who:
✅ Self-reflect
✅ Stay emotionally stable
✅ Foster trust
✅ Celebrate others
✅ Listen deeply
✅ Choose curiosity over control
That’s what turns managers into leaders people want to follow.
SEO FAQ
What behaviors harm leadership effectiveness?
Competitive ego battles, lack of accountability, negativity, withholding information, and explosive emotions all erode trust and performance.
How do leaders build healthy team culture?
By practicing transparency, recognition, active listening, emotional consistency, and collaborative decision-making.
How can executives improve their leadership style?
Leaders can benefit from coaching, mindfulness, feedback-loops, and developing emotional intelligence.
Why is emotional intelligence critical in leadership?
EI strengthens trust, communication, resilience, and psychological safety—key drivers of performance.
Final Thought
Leadership is a skill. Behavior is a choice. Excellence is a commitment.
The best leaders aren’t flawless—they are self-aware and willing to grow.
