By Alejandrina Avila, April 22, 2025
Too many so-called leaders mistake ego for authority.
They believe leadership is about controlling and making people feel small instead of guiding. They think critics should cut deep, and they think entitlement equals power.
Whether in corporate settings, academia or the entertainment industry, this toxic leadership style thrives in competitive environments where influence is often mistaken for credibility. Leaders like this create an atmosphere where intimidation replaces inspiration, and instead of fostering growth, they suffocate it.
At first, I thought maybe I was being too sensitive. Maybe I wasn’t leadership material. I reflected and spoke with colleagues, and I realized I wasn’t alone. Others have also experienced unsettling interactions with these so-called leaders. It wasn’t just one colleague — it’s plural. This pattern of power trips is an epidemic to our workplaces.
Take the music industry, for example. It is an industry where the competition is fierce, and success is often dictated by connections. Many artists, producers and executives have spoken about the culture of condescending and gatekeeping, a culture that discourages newcomers from speaking up.
Stories of executives belittling young talent and managers who foster toxic work environments are all too common. There are leaders who treat colleagues differently based on who they deem worthy of their time. They assume respect is beneath them while dismissing others and lacking credibility.
How can I trust someone who constantly wields power over people rather than empowering them? Leadership is about responsibility, emotional intelligence and strategic communication, not about humiliation or control. If you must flex your authority at every opportunity, you don’t have real authority. If you need to belittle others to make a point, you already lost the argument.
Alexander Andrade, a music industry studies student who works at a Starbucks, said he’s witnessed this firsthand.
“A lot of people do not know how to be a leader,” Andrade said. “They think, ‘I have power, so I need to use it for my own benefit’ instead of thinking, ‘Let’s work as a team.’ They see it as all for one instead of all for all.”
Toxic leadership isn’t exclusive to one industry. It’s evident not just in music but also in other industries like education, retail and fitness, where power dynamics between managers and employees can foster unhealthy work environments.
In spaces where who you know outweighs what you know, powerful leaders often demean interns and employees without consequence.
You don’t have to change who you are to be taken seriously. Taking criticism from someone with poor communication skills shouldn’t affect you.
“I took criticism with a grain of salt,” Andrade said.
People in power often use their insecurity as a means to define themselves through realization.
Learning how to separate genuine feedback from toxic criticism is something some leaders will never understand. True confidence doesn’t come from tearing others down. It comes from knowing your worth, regardless of their approval.
If you find yourself in a hostile work environment, know your rights. Seek out resources, document interactions and hold people accountable. No one should have to tolerate an environment where respect is replaced with intimidation.
At the same time, leadership should be about creating environments where people feel safe, heard, and respected. Good leaders listen more than they speak, accept feedback without defensiveness, and use their influence to uplift others, not to intimidate them. Everyone, regardless of their role, deserves dignity at work.
Feature graphic by Connor Lālea Hampton