3 Strategies for Navigating Toxic Work Environments To Better Manage Your Emotions and Your Career –

3 Strategies for Navigating Toxic Work Environments To Better Manage Your Emotions and Your Career

By Sheila Gujrathi, MD

It probably won’t surprise you to learn that a strategic approach to an unhealthy environment doesn’t start with the environment at all. It starts with you.

The more you can respond from a centered and calm place, the more you’ll be able to clearly and objectively understand your environment. Then, when someone says or does something that doesn’t land right, you’ll know it’s not appropriate instead of questioning your reaction to it. You would never allow someone to talk to your daughter or best friend that way—and you would never say or do that to someone else. Why? Because you wouldn’t want to instill fear or make them doubt themselves.

I suggest every leader take three smart, strategic steps when navigating a toxic environment:

1. Recognize Reality

Facing your own denial is not easy. When you’re in a toxic environment, clarity is next to impossible. But you need clarity in order to be honest with yourself. Only then can you get a bead on what’s really happening. When your intuition is throwing up red flags and your body is sending warning signals, don’t ignore them. You must acknowledge it internally before you can move forward.

Once you’ve done that, evaluate your situation objectively. How are you being treated? Do you feel safe and supported by the people around you? Or do you dread going to work every day? If it’s the latter, acknowledge that how you’re feeling is real. Also remember that you may need emotional backup to handle the situation effectively—which takes us to the second step.

2. Gather Support

Hopefully, by now, you’ve built relationships with trusted peers at your organization who can affirm your reality. If you’re in a toxic environment, chances are they’re suffering, too, making them ideal sounding boards. Lean on these trusted colleagues. Ask them for their honest appraisal and assessment of the situation. Are they perceiving things the way you are? Connecting with people you trust and asking for their input is a great way to figure out what’s happening.

Now is the time to mobilize your support network. Often, when I share a story from work with my network, my peers can see it in a way I can’t. As objective third parties, they have an outside perspective—and a clarity I don’t.

Once you have confirmed you’re in a toxic environment, it’s time for step three.

3. Make Your Move

Here’s where you figure out the right course of action. It requires preparation, clarity, and courage.

First, document the specifics: dates, promises made, work completed, and outcomes achieved. For example Rena, who was told she’d take on a leadership role, might prepare by:

• Listing specific dates when promises were made about the role

• Compiling examples of responsibilities she’s already handling

• Gathering any evidence of positive feedback or performance outcomes

• Researching industry standards for compensation in similar roles

Next, request a formal meeting rather than an impromptu conversation. Say something like, “I’d like to schedule time to discuss my role and future with the company. Would Tuesday at 2 p.m. work?”

When you meet, use clear, factual statements: “I’ve been performing the responsibilities of Senior Manager for two years now. This includes [specific examples]. Yet my title remains Associate Manager, my compensation is at the previous level, and I haven’t been added to the governance committees typically attended by people in this role. I’d like to understand the timeline for aligning my title, compensation, and inclusion with the work I’m already doing.”

That conversation will reveal a lot. Pay attention not just to what they say, but body language and tone. Are they defensive, dismissive, or engaged? You’ll quickly learn if they’re going to back you or not.

If they deny making promises or minimize your contributions, you may be experiencing gaslighting. Respond calmly with something like, “I understand we have different recollections. I’d like to focus on finding a path forward based on my demonstrated contributions.”

If they promise change, establish concrete next steps before ending the meeting. “So to confirm, by next Friday you’ll provide a written offer with the new title and compensation package, correct?”

Before you take action, set realistic expectations. Toxic leaders rarely respond well to feedback. When confronted, they may retaliate in subtle ways. Since these behaviors can be hard to prove, escalating to upper leadership or HR requires careful documentation.

If you do choose to confront them, focus on solutions rather than blame. As we’ll explore further in Chapter 9, building a personal board of directors is crucial for navigating these challenging situations. Having advisors who serve as mirrors for you can help you rehearse difficult conversations, provide objective perspectives, and support you through the process makes all the difference in maintaining your confidence and clarity.

Once you’ve addressed the situation, watch closely for what happens next. If you’re seeing significant changes in a positive direction, fantastic! By opening an honest dialogue, you’ve made it a healthier environment for everyone.

If it becomes apparent that this isn’t resolvable—or if they start treating you worse and you’re miserable going to work—you have the power to walk away.

Navigating toxic environments demands vigilance not just in your professional actions, but in safeguarding your mental and physical health. Consider establishing firm boundaries between work and personal life—perhaps by creating transition rituals when you leave the office, or maintain a separate phone for work communications that you can put away during personal time.

Track your energy levels and stress responses systematically. Notice when certain interactions consistently drain you and document specific patterns. This creates objective distance from emotional situations and provides valuable data about your experience.

Build resilience through external anchors—structured activities outside work that keep you grounded in your identity beyond your professional role. Whether it’s community service, creative pursuits, or physical challenges, these anchors remind you of your multidimensional worth.

Consider professional support from someone with expertise in workplace dynamics—not just for emotional processing, but for strategic perspective. This might be a career coach, a therapist specializing in professional environments, or a trusted mentor who’s navigated similar waters.

Remember that preserving your well-being during difficult workplace situations isn’t self-indulgence; it’s ensuring you maintain the mental clarity, emotional stability, and physical energy required to make sound decisions about your future. Your long-term success depends on your ability to weather these challenges without permanent damage to your confidence, judgment, or health.