Toxicity in the workplace - trigger warning… you might not be ready to hear this..

Author : Kirstey Jane - Human Behaviour & Relationship Strategist

I’m going to bet that the moment you read the title of this article, you either smirked or felt a pit in your stomach as you could instantly relate to a situation at work!  
 
That’s why you are here and still reading…maybe hoping for some empathy, wisdom or insight that might lessen the dread that you carry when you wake up each morning and think about your work day.  
 
So let’s get to the point.  If it’s ok with you I’d like to share openly and honestly about a few things that might just challenge and shift your thinking to get you to a place where you can get your power back.  My intention is always to try and leave you better than I found you.
 
If the words you are about to read seem provocative and make you feel uncomfortable, I invite you to ask yourself why that might be and just notice that you are having a reaction.  Is it what I’m saying?  Is it the language I am using? My tonality? Or is it your perceived beliefs about me, given how little you know?  Maybe what you are reading is reminding you of someone or something else in the past that has made you uncomfortable… Maybe it is mirroring something you don’t like about yourself….… 
 
I just ask that you simply notice.  Notice your own reaction.  No one is judging or critiquing you right now but just notice…how YOU judge, get irritated or don’t feel at peace.  Maybe you don’t want to read this anymore.  Notice why you want to read on…what are you seeking here?
 
I genuinely believe that in 99% of cases people started out life with good intentions.  The only reason they become dysfunctional is because of their circumstances and their unwillingness to see their part (and power) in those moments, that they can change at any given time.  
 
Every person wants to feel seen, heard, accepted, appreciated, loved and respected.  Even the a**holes.  That’s why the a**holes  are bitter and difficult!  They don’t know how to get these feelings through other people, let alone themselves. They feel constantly let down. 
 
Every person is reacting in every moment. We are receivers trying to tune into a frequency that makes us happy. If we can get control of how WE react, then it puts a stop to the toxic cycle.
 
Let’s look at the Merriam-Webster definition of ‘toxic’ as pertaining to people:  
 
‘Extremely harsh, malicious or harmful’
 
We can all understand and relate to this.  
 
However, here’s the thing.  
 
It is far too easy in today’s society to be upset, offended or triggered by something we experience and then assign total blame to the offending party.  We then rally others to agree with us and petition for a rule to control everyone ‘out there’. We would rather create division and separation instead of unity. We enable a victim culture instead of helping people become more of themselves so they can overcome their fears.  We don’t encourage them to seek to understand those who are stuck in their negative stories and behaviours. We refuse to bravely look in the mirror and notice how we are reacting …which in turn can now create another toxic cycle…
 
Toxic situations are comprised of two elements. An action and a reaction .
 
Which element are you partaking in?
 
You have to be part of one of these elements in order for you to be experiencing any toxicity at all. If you are not present to the situation or engaging in it, you will not experience it.  
 
Whenever you are upset by something, notice how you are always there!!
 
Some of you will be feeling defensive right now.  
“Are you saying this is MY fault???” “How can it be MY fault that THEY are behaving so badly and are being SO mean to me?” 
 
When you can admit which element of the situation you are engaging in, then you can take back control of THAT part and start to eliminate toxicity in your life anywhere, with any one.
 
A person can walk around being as mean as they can be, but if there is no one else to react to it then they are just a mean person walking around stuck in their own story.
 
People are always going to people.  A**holes will a**hole.  Idiots will idiot.  
There is NOTHING you can do about other people. Let them be.  
You have no control over any one but yourself.
 
Your power is in deciding how you will REACT to them.  When you change how you react, other people will change how they react to you.  
 
Action (them) ——— Reaction (yours) ———Reaction (theirs)
 
This is human nature.  If your reaction is emotional and unstable, you can bet their reaction will be more emotional and unstable.
 
If you can’t envisage this at work, imagine your interactions with your family, partner or children.  It’s all the same.  It’s human nature.
 
Taking accountability for ourselves is one of the hardest and scariest things to do.  It also gives us the most power.  

Author Bio

Kirstey Jane is a creative professional with a passion for people!
 
Her experience is vast.  She has a 17 year career span in Learning & Development and Recruitment Management in the UK and Canada working with rapid growth start ups and legacy corporations alike.
 
She founded SuperCorporatePeople, a professional photography business 21 years ago and now writes, speaks and runs workshops on relationships and communication in the workplace and at home, through KirsteyJane.com

If you would like to learn more about how to do this and learn 3 simple, but very powerful tools to transform your relationships, then please sign up the free workshop I will be running on July 11th 2024, details can be found here.


The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

 
 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



By Marina Perkovic July 29, 2025
Companies that invest in leadership development see real returns. According to Brandon Hall Group, organizations with strong leadership development programs are 1.5 times more likely to be financially high-performing, reinforcing the clear connection between leadership strength and business success (Brandon Hall Group, 2015). For small to mid-sized businesses, this risk can be especially high. As teams expand and complexity increases, the informal leadership structures that worked early on can start to crack. That’s where proactive leadership development and risk mitigation go hand-in-hand. The Leadership Gap Is a Hidden Business Risk According to a recent CPHR Alberta report, talent development and leadership gaps remain one of the top five organizational risks (CPHR Alberta, 2023). The consequences are rarely immediate, but they compound over time: • Missed growth opportunities • High-potential employees leaving due to lack of career clarity • Poor team morale when unprepared managers struggle to lead • Strategic drift from lack of alignment at the top A growing company without a leadership pipeline is like a car without a spare tire, it might keep rolling, but one unexpected bump can send the whole operation into a tailspin. Risk Mitigation Starts with Leadership Insight The first step in mitigating leadership risk is to move from guesswork to clarity. That means using structured tools like leadership assessments, succession planning frameworks, and targeted coaching to surface the actual capabilities of current and emerging leaders. In professional services firms, for example, it’s common to see technically strong employees promoted into management roles. While they excel in their areas of expertise, they often lack key leadership capabilities like delegation, feedback, and emotional intelligence (Gallo, 2016). Without proper development, this can lead to stalled projects, disengaged teams, and higher turnover. Leadership assessments and focused coaching are essential to identify these gaps early and build the skills needed to lead effectively. Common Leadership Risks in SMBs Every organization faces different risks, but these are some of the most common leadership vulnerabilities seen in growth-stage companies (SHRM, 2022): • Lack of succession planning: Only one person knows how to run a key function, creating bottlenecks and burnout. • Unclear decision-making authority: Teams waste time waiting for approvals or duplicating efforts due to ambiguous roles. • Promotion without preparation: High performers are promoted into leadership roles without training, leading to micromanagement or misalignment. • Poor feedback culture: A lack of honest dialogue means small issues snowball into bigger people problems. • Leadership misfit: A leader’s natural style may clash with the culture or needs of a specific team or situation. Mitigating these risks requires more than a one-time workshop. It takes intentional development, structured tools, and reinforcement over time (SHRM, 2022). What Effective Mitigation Looks Like The most successful companies don’t wait for a leadership crisis to take action. They build leadership strength proactively. Here’s what that looks like: • Leadership assessments are used during hiring and promotions to identify fit, style, and potential blind spots. • Customized coaching programs help leaders build the exact skills they need in real time, tied to their actual challenges (International Coaching Federation, 2022). • Leadership training cohorts (such as PowerUp Leadership’s “Coaching Skills for Managers” or “Authentic Leadership” programs) create a shared foundation across the organization. • Succession maps identify who is ready or could be ready for key roles in 12–24 months, creating a proactive development plan (SHRM, 2022). As companies grow, the complexity of people management increases exponentially. Systems, tools, and strategy all matter but none of them work without effective leadership behind them (McKinsey & Company, 2018). Investing in leadership development isn’t a “nice to have” for big companies, it’s a risk management strategy for every business serious about sustainable growth. 
By Marina Perkovic July 15, 2025
Author : Ada Tai Over the past month, I spoke with three professionals who had recently been laid off. April , a former schoolmate, has over 20 years of experience and has held management roles at several organizations. Most recently, she led a team at a large oil and gas company, where she was instrumental in building out a new service area. Despite her accomplishments, a combination of economic challenges and a lack of connection with her new boss led to her dismissal. Having been involved in layoffs before, she understood the process, but when she called me, she admitted it was much harder to be on the receiving end. She felt overwhelmed by a mix of emotions: denial, anger, betrayal, and a deep sense of failure. Carol , once a mentee of mine, built a strong foundation in the finance sector, and her persistence earned her a team lead role at a competitive mid-sized firm. Therefore, her call caught me off guard; she was trying to make sense of being included in a round of layoffs that affected 12 others. Having just been promoted, she struggled to understand why she had been chosen. She reached out for support as she navigated both the practical and emotional aftermath. Joe had been a student in one of my classes. With a master’s degree and excellent communication skills, he established a respected career in the regional non-profit sector. We maintained contact and often crossed paths through work. Joe was frequently involved in launching new initiatives and was recognized by both his boss and the board for his contributions. However, when the sector faced financial strain, he and his manager were among the 15% let go. He contacted me a month after the layoff; he had taken time to process everything and was now reflecting on what direction to take next. These stories are not uncommon. In fact, with ongoing economic uncertainty, many professionals, regardless of their experience or performance, are facing unexpected career changes. While layoffs are always challenging, the way they are handled can significantly impact both the individuals affected and the organization. This highlights a critical challenge for organizations: how can companies manage necessary workforce changes with both strategic foresight and genuine care? In addition to engaging the Human Resources department early in the planning and execution process, many businesses are increasingly recognizing the value of utilizing third-party outplacement services. Outplacement services are employer-sponsored programs designed to support both the business and departing employees during layoffs or organizational restructuring. Typically included as part of a severance package, these services offer more than just logistical support; they help individuals navigate a difficult transition with confidence. Outplacement services can be customized based on the needs and budget of the employer. Offerings often include planning for workforce reductions in collaboration with the business, delivering termination messages, and providing one-on-one career transition coaching and emotional support to affected staff. More importantly, these services help affected employees regain focus by offering practical job search guidance, resume coaching, and career direction tailored to their experience and industry. For employers, outplacement services can deliver a clear return on investment. Companies that provide structured transition support often experience fewer legal disputes and benefit from a stronger employer brand, which can positively influence talent attraction and retention. Showing care during a difficult time speaks volumes to internal teams, affected employees, clients, and the broader market. Having worked closely with businesses and professionals throughout this process, I’ve witnessed the significant difference that experienced, neutral third-party support can make. In fact, a 2023 CBIZ report, referencing Bureau of Labor Statistics data, noted that individuals who received outplacement assistance secured new roles 40% faster than those who did not receive support (CBIZ, 2023). Just imagine if April had access to a coach experienced in private sector transitions, or if Carol had received immediate help with processing her layoff and planning her next steps; the positive impact would have been immediate. In today’s environment, outplacement isn’t merely a nice option; it is a strategic necessity. How will your organization ensure a respectful and supportive transition for its workforce? When selecting an outplacement partner, consider factors such as industry experience, the ability to customize services, the quality of career coaches, and the integration of digital tools for job seekers. Not all providers offer the same level of support or results, so thorough vetting is essential.
By Marina Perkovic July 10, 2025
The countdown to the CPHR Alberta 2025 Conference has officially begun!
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