In corporate settings, toxic behavior rarely stems from ignorance. Adults in leadership positions know when they are micro-managing, publicly correcting, dismissing input, or shifting goalposts.
Organizations often grant "grace" downward, expecting employees to absorb poor managerial behavior under the guise of "leadership style" or "stress," while treating an employee's emotional reaction or boundary as a performance issue. This asymmetric tolerance erodes psychological safety and corrupts institutional security.
When bad behavior is ignored at the leadership level, it signals professional accountability and workforce engagement practices are optional for the powerful.