The Fish Rots from the Head: Fixing Leadership Before It Stinks
- Dec 21, 2024
- 7 min read
From micromanaging to miscommunication, leadership sets the tone for success—or failure. Learn how to identify red flags, take accountability, and transform your leadership style into one that inspires trust and results.
Are you familiar with the saying, “The fish rots from the head down?”
It’s a little gross, sure, but it perfectly captures the essence of leadership: when things go wrong in an organization, the source of the problem often lies at the top. Whether it’s a struggling team, a toxic workplace culture, or a business that can’t seem to find its groove, the first place to look is the person in charge. Spoiler alert: that’s you.
But before you panic and start questioning your every move, let’s dive into what this saying really means—and more importantly, how to ensure your leadership style smells fresh and not fishy.
Why Leadership Stinks (Sometimes)
No one wakes up and decides, “Today, I’m going to be a terrible leader!” Yet leadership missteps happen all the time, often unintentionally.
Here are some common causes:
Micromanaging Mania
Leaders who can’t let go create a bottleneck. Micromanaging stifles creativity, breeds resentment, and sends the message: “I don’t trust you.”
Example: A manager reviews every email their team sends before approval. The result? Missed deadlines, frustrated employees, and zero innovation.
Inconsistent Communication
Mixed messages or failing to follow through on promises confuse teams and erode trust.
Example: A leader promises monthly check-ins but cancels them repeatedly, leaving the team feeling undervalued and disconnected.
Blame-Shifting Behavior
Passing the buck instead of owning mistakes destroys morale and sets a toxic tone.
Example: After a failed campaign, the leader blames the marketing team instead of acknowledging their own lack of clear direction.
Lack of Vision
Without a clear mission or goals, teams flounder. Leaders must provide direction to keep everyone aligned and motivated.
Example: A CEO tells their team to “think big” without defining what success looks like, leading to confusion and wasted effort.
Ignoring Feedback
Leaders who dismiss input from their team miss out on valuable insights and opportunities for growth.
Example: A team flags recurring software issues, but the leader brushes it off, saying, “It’s not a priority right now.”
The result? Disengagement, turnover, and a whole lot of unmet potential.
And yes, it starts at the top.
The Ripple Effect: Why It Starts with You
Imagine your leadership style as the tide. When it’s strong and steady, it lifts every boat (or team member). But when it’s chaotic, everyone gets swept away in the mess.
Your team mirrors your behavior. If you’re disengaged, they’ll disengage. If you’re unclear, they’ll flounder. Leadership isn’t about being perfect; it’s about being intentional. When you lead with accountability and clarity, the ripple effect creates a culture of trust and high performance.
How to Spot Rotting Leadership
Sometimes, the signs of leadership trouble aren’t immediately obvious. Here are the key red flags to watch for:
Team Silence:
Meetings are filled with awkward pauses because employees don’t feel safe speaking up.
High Turnover Rates:
Talented employees are leaving, and exit interviews point to leadership as the issue.
Frequent Misunderstandings:
Projects repeatedly go off track due to unclear communication.
Conflict Escalation:
Small disagreements turn into major disputes because no one feels heard.
Low Morale:
Team members show up disengaged, avoid collaboration, and complete tasks half-heartedly.
If any of these sound familiar, don’t panic—acknowledging the problem is the first step.
How to Keep Your Leadership Fresh
Great leaders aren’t born; they’re made.
And making a stink-free leadership style isn’t as hard as it sounds.
Here’s how to get started:
1. Take Accountability
Start by owning your role in any leadership issues. Accountability isn’t about blaming yourself; it’s about taking responsibility and setting the tone for improvement.
Example: Instead of saying, “The team dropped the ball,” reframe to: “I could have provided clearer expectations upfront.”
2. Reflect and Learn
Use self-reflection tools like journaling, the Structogram, or anonymous feedback to understand where you’re falling short.
Try This: Ask yourself, “How did my actions today affect my team’s performance and morale?”
3. Improve Communication
Clarity and consistency are key. Set clear expectations, follow through on commitments, and make space for two-way dialogue.
Pro Tip: After meetings, send written summaries to avoid misunderstandings and ensure alignment.
4. Delegate with Confidence
Empower your team by trusting them with responsibilities. Delegation isn’t abdication—it’s an opportunity to build trust and showcase their strengths.
Example: Assign a team member to lead a project while providing guidance, but step back and let them take the reins.
5. Foster Feedback Loops
Encourage open, honest conversations. Feedback is the mirror leaders need to see themselves clearly.
Try This: Use an anonymous survey to ask:
What’s one thing I do well as a leader?
What’s one thing I could improve?
6. Address Chronic Issues
If certain problems persist, dig deeper to identify and resolve root causes. Use tools like the 5 Whys to uncover what’s really going on.
Example:
Why is morale low? → There’s too much overtime.
Why is there overtime? → Deadlines are unrealistic.
Why are deadlines unrealistic? → Projects aren’t planned effectively.
🛠 Leadership Accountability Checklist: Keeping the Fish Fresh
1️⃣ Self-Reflection on Leadership Impact:
Have I set a clear vision and expectations for my team?
Am I modeling the behavior I expect from my team?
Have I taken responsibility for my decisions and actions this week?
2️⃣ Assessing Team Dynamics:
Are there any recurring conflicts or frustrations in the team?
Have I provided consistent and constructive feedback to my team?
Is the team aligned with our core values and goals?
3️⃣ Spotting the Stink (Toxic Leadership Traits):
Have I micromanaged or undermined my team’s autonomy?
Did I communicate inconsistently or fail to follow through on promises?
Have I ignored or avoided feedback from my team?
4️⃣ Action Plan for Leadership Accountability:
Schedule a one-on-one to address team concerns.
Commit to owning one mistake publicly to build trust.
Set clear and measurable goals for the team this week.
A Real-Life Example: From Stinky to Stellar
Take Bodo Janssen, the CEO of the German hotel chain Upstalsboom. When an employee survey revealed that his leadership style was the problem, Janssen didn’t double down or make excuses. Instead, he took a radical approach: he reflected, learned, and changed.
He spent time in a monastery (yes, really) to understand himself better and completely transformed the company culture. By prioritizing employee well-being and trust, Janssen turned a toxic environment into one of the most respected workplaces in Germany.
The lesson? Leadership accountability isn’t about being perfect—it’s about being willing to grow.
The Bottom Line: Fresh Leadership is Intentional
Leadership sets the tone for everything. When you lead with clarity, accountability, and trust, your team thrives. But it takes effort and intentionality to keep things fresh. So, ask yourself:
Am I empowering my team or holding them back?
Am I owning my actions or shifting blame?
Am I the leader I aspire to be?
The fish doesn’t have to rot. With the right mindset and actions, your leadership can inspire, elevate, and energize everyone around you.
Ready to Transform Your Leadership?
Join our Self-Paced Leadership Training Program to learn how to lead with accountability, clarity, and impact.
Start your journey toward transformational leadership today!👉 Enroll Now
Bonus
🔄 Turning the Tide: Actionable Reflection Template
Identified Issue | Action Plan | Deadline | Progress |
[ ] Team feels unclear about roles. | Create and share a role-clarity document. | By next meeting | [ ] In Progress |
[ ] Micromanaging is causing tension. | Delegate one major project to a team member. | This month | [ ] Done |
[ ] Feedback is often poorly received. | Use the SBI (Situation-Behavior-Impact) method for feedback. | Weekly review | [ ] Ongoing |
📝 Checklist for Spotting and Addressing Toxic Traits
Spotting Toxic Traits:
Are there consistent complaints or frustrations from the team?
Have I noticed disengagement or low morale in meetings?
Do I feel the need to control every detail of projects?
Addressing Toxic Traits:
Open a feedback loop with anonymous surveys or direct conversations.
Reflect on my behavior using tools like the 5 Whys.
Commit to changing one specific toxic habit (e.g., interrupting, ignoring feedback).
Rebuilding Trust After Toxicity:
Acknowledge past mistakes openly and sincerely.
Create a plan for cultural recovery, involving the team in solutions.
Regularly follow up with the team to track improvements.
📅 Leadership Transformation Planner
Weekly Focus Areas:Monday:
Set a clear intention for the week.
Review feedback from the team (if available).
Wednesday:
Midweek check-in:
What progress has been made on improving team dynamics?
Are there any unresolved issues requiring attention?
Friday:
End-of-week reflection:
What worked well this week in my leadership?
What could I improve next week?
Identify one toxic trait to tackle next week.
🪞 The Leadership Mirror: Reflection Prompts for the Rotten Fish
Daily Prompts:
How did my actions align with the vision I set for my team today?
Did I take ownership of my decisions, even the mistakes?
How did I contribute to team morale or culture today?
Weekly Prompts:
What feedback have I received, and how have I acted on it?
What team behaviors or patterns suggest a need for cultural adjustment?
Did I demonstrate consistency in my leadership style this week?
🔧 Rotten Fish Fixer: Quick Action Guide
1️⃣ Recognize the Stink:
Reflect on whether team morale has declined.
Identify specific patterns of behavior that may be contributing to toxicity.
2️⃣ Act to Remove the Rot:
Hold a team meeting to address underlying issues openly.
Create an action plan to improve communication, trust, and alignment.
3️⃣ Prevent Future Stink:
Establish regular check-ins to gauge team sentiment.
Build a habit of self-reflection and feedback loops.
Commit to modeling the behaviors you want to see.
🔄 Spotting & Transforming Toxic Leadership Traits Template
Toxic Trait | Impact on Team | Action Plan | Deadline | Progress |
[ ] Micromanaging | Reduces team autonomy and trust. | Delegate 1-2 major tasks without interference. | Next 2 weeks | [ ] In Progress |
[ ] Inconsistent communication | Causes confusion and frustration. | Create a structured communication plan. | By next quarter | [ ] Done |
[ ] Avoiding feedback | Blocks growth opportunities. | Schedule anonymous team feedback sessions. | This month | [ ] Ongoing |
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