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Sometimes subtly abusive behavior from executives such as grimaces, body language, and cutting and sarcastic public insults can negatively affect moral, productivity and employee engagement.  It is important that these behaviors are addressed and not allowed to fester.  If not, they can cause organizational harm. The leadership team at organizations should encourage employees to speak up about these toxic behaviors, and their concerns should be taken seriously and promptly addressed.

Often this subtly abusive behavior is a long-standing pattern and will take a  customized intervention strategy to elicit change from the individual.  Executive coaching can provide that strategy.

The first step is to conduct a thorough assessment process using interviews, self-assessments and 360 degree feedback from various people in the organization who work with this executive, including direct reports and peers.  The MBTI and the CPI 260 are useful self-assessments.  The MBTI  identifies communications patterns and is used to explain strengths and weaknesses of these styles, and ways to communicate more effectively.  The CPI 260 compares the leadership competencies of this individual with those of a sample of executives, and makes developmental recommendations.

The next step is to create a develop plan that summarizes the issues from the feedback, and make recommendations for behavioral change.  Readings and exercises are often assigned.  It is important to get to the root cause of the problem, such as low self-esteem.  Otherwise improvements in behavior can be short lived.

During the coaching, the executive can bring situations to the coach who can model appropriate responses.  For those people who have been hurt by the rude behavior, heartfelt apologies may be indicated to repair broken relationships.

The process concludes with another 360 degree feedback assessment  to document any changes in behavior.  Follow-up is often recommended  to support the individual and  the organizations.