The Boston Globe’s recent look at rising employee frustration highlights an insight from Dr. David Brendel that deserves special attention: most “bad bosses” aren’t malicious—they’re overwhelmed. Dr. Brendel explains that while a small minority of toxic leaders may have underlying personality disorders, the far more common issue is uncontained burnout that spills into the workplace and spreads like an emotional contagion.
He notes that this reframing can help employees depersonalize a manager’s behavior and, in some cases, even open a constructive dialogue. When people recognize that volatility or withdrawal may be a symptom of pressure rather than intent, they’re better positioned to approach leaders collaboratively: acknowledging the shared strain and asking for clarity or support.
For organizations, Dr. Brendel’s message is a clear call to action. Leadership effectiveness hinges on the ability to manage one’s internal state as intentionally as any strategic priority. Executive Coaching gives leaders a place to process stress before it reverberates through the team, transforming potential dysfunction into stability and trust—the real foundation of high-performing workplaces.