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The Devastating Effects of Insecure Leaders on Organizations

Leadership is a crucial aspect of any organization's success, but unfortunately, not all leaders possess the necessary confidence and self-assuredness to lead effectively. Insecure leaders may exhibit behaviors that negatively impact the organization, and it's essential to understand the signs of insecure leadership to mitigate their effects. Insecurity is a natural feeling that we experience throughout our lives, especially during times of change or new challenges. Moreover, insecure leaders are not bad people. However, when insecurity becomes a chronic state, it can greatly affect their ability to lead well, build relationships, and inspire others. In this blog post, we explore the signs of an insecure leader, how they stifle themselves and the organization, and the ways that employees can mitigate their leader's toxic behavior.

Signs of Insecure Leadership

Here are four signs of insecure leaders with an explanation of how these behaviors can hinder a leader's effectiveness and an organization's development.

Refusal to Delegate

Insecure leaders may find it challenging to delegate tasks to their team members. They may feel the need to control everything and not trust their team members to handle tasks correctly. This micromanagement style of leadership can slow down processes, demotivate team members, and ultimately hurt the organization's productivity. Due to refusing to delegate, insecure leaders may consequentially feel overwhelmed and experience burnout quicker than more secure leaders. They are also more likely to blame team members for their feelings of being overworked or tired.

Overreacting to Feedback

Insecure leaders may react defensively to feedback or criticism, taking it personally and seeing it as an attack on their abilities. They may become hostile and defensive, making it challenging for team members to communicate with them. This behavior can lead to a lack of communication, a decrease in trust, and ultimately hurt the organization's performance. Due to overreacting to feedback, their team members are less likely to provide honest and timely feedback that is crucial to the organization's success for fear of retribution or confrontation. Eventually, insecure leaders may find themselves surrounded by team members who tell them what they want to hear rather than what they need to hear.

Lack of Trust

Insecure leaders may struggle to trust their team members to do their jobs correctly. This lack of trust can lead to micromanagement or "quiet firing" of team members where leaders feel the need to oversee every task, leading to a decrease in autonomy or fewer responsibilities for team members . This behavior can make team members feel untrusted and unsupported. This can ultimately hurt the organization's ability to reach its goals. Due to lack of trust, insecure leaders may also prefer to make decisions on their own or with very little consideration of their team. This behavior may lead the insecure leader to make rash or informed decisions that could undermine the efforts or conflict with the roles of their team members, leaving them feeling disrespected, frustrated, and irrelevant.

Need for Constant Validation

Insecure leaders may seek constant validation from their team members, superiors, and peers. They may feel the need to be praised for their work and accomplishments, leading to a decrease in focus on the organization's goals. This behavior can create a toxic environment where the leader's needs come before the organization's needs, ultimately hurting its success. Due to the need for constant validation, the insecure leader may consistently bring up their tasks and/or accomplishments or insinuate that other team members' successes are fully or in part due to something they did.

The Effects of Insecure Leadership on Organizations

Here are four effects of insecure leadership that could be detrimental to an organization's culture and development.

Decreased Trust

Insecure leaders' behavior can lead to a decrease in trust between team members and leadership. This can create a toxic work environment where communication is limited, and team members feel unsupported and undervalued. This can ultimately hurt the organization's ability to function effectively, leading to missed deadlines and decreased productivity.

Lack of Autonomy

Insecure leaders' tendency to micromanage can lead to a lack of autonomy for team members. This can create a work environment where team members feel undervalued and untrusted, leading to decreased motivation and engagement. This can ultimately hurt the organization's ability to innovate and grow.

Decreased Productivity

Insecure leaders' behavior can lead to decreased productivity in the workplace. Their need for constant validation and micromanagement can slow down processes and make it challenging for team members to complete tasks efficiently. This can ultimately hurt the organization's ability to meet its goals and succeed.

High Turnover Rates

Insecure leaders' behavior can create a toxic work environment, leading to high turnover rates. Team members may feel undervalued and unsupported, leading them to look for employment elsewhere. This can hurt the organization's ability to retain talented employees, ultimately leading to decreased productivity and success.

How to Mitigate Insecure Leadership

Insecure leaders can have a significant impact on their team members, leading to decreased morale, lack of trust, and decreased productivity. While it's ultimately the leader's responsibility to address their own insecurity, there are steps that employees can take to mitigate the negative impacts of insecure leadership.

Communicate Effectively

Effective communication is crucial in any workplace, but it's especially important when dealing with insecure leaders. Employees can mitigate the negative impacts of insecure leadership by communicating their needs, concerns, and feedback in a clear and concise manner. They can also provide positive feedback and recognition when appropriate, which can help build the leader's confidence and trust in their team members.

Build Trust

Building trust is essential when dealing with insecure leaders. Employees can build trust by consistently delivering high-quality work, being transparent and honest in their communication, and following through on commitments. They can also seek to understand the leader's perspective and demonstrate empathy, which can help build a stronger working relationship.

Provide Support

Insecure leaders may benefit from additional support and guidance from their team members. Employees can provide support by offering to assist with tasks, providing feedback and constructive criticism, and offering to share their own expertise and knowledge. This can help build the leader's confidence and trust in their team members, and may lead to a more collaborative and productive working relationship.

Focus on Solutions

Insecure leaders may be more prone to negative thinking and a focus on problems rather than solutions. Employees can mitigate this by focusing on solutions to problems, rather than dwelling on the negative aspects of a situation. They can also provide solutions to problems that the leader may be struggling with, which can demonstrate their value as a team member and help build the leader's confidence in their abilities.

Seek Support

Employees who are struggling with the impacts of insecure leadership can seek support from their colleagues, HR department, or a trusted mentor. It's important to address any negative impacts of insecure leadership as soon as possible, as prolonged exposure can lead to decreased job satisfaction and increased turnover.

In sum, insecure leadership can have devastating effects on organizations. It's essential to recognize the signs of insecure leadership to mitigate their effects and foster a positive work environment that values trust, communication, and autonomy. By promoting open communication, building trust, and providing support, organizations can mitigate the effects of insecure leadership and create a more productive and successful workplace.


Dr. Wanita Mercer, Ph.D. is the founder and CEO of Lead My Heart, an executive coaching and consulting company specializing in equipping executives and executive teams to live and lead with purpose, passion, and power. She has a Ph.D. in Education with an emphasis in organizational leadership, and she is a certified life coach, change management specialist, project management specialist, and management executive. She has over 15 years of experience as an international educator, motivational speaker, author, and civic leader. She lives in San Antonio, Texas.


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