“Time’s Up” on Bad Leadership Behavior: Lessons From Scott Rudin’s Story

The Washington Post headline says it all: “Scott Rudin’s bad behavior was just another Hollywood cliche until a new generation said time’s up.”  You may know Scott Rudin as an award-winning film, television and theater producer, whose film successes include No Country for Old Men, Lady Bird, Fences, The Social Network, Clueless, and Broadway shows like The Book of Mormon.

For me as a conflict advisor and Boss Whispering® coach, Scott Rudin is the poster child of the many leaders out there who are poisoning their organizations with their disrespectful, disruptive behavior. And I’m grateful it’s been brought to light for the sake of all those people who have been emotionally harmed by an abrasive leader.

Writer Ann Hornaday goes on to describe Scott Rudin’s misbehavior that “has been an open secret in the entertainment industry for years, usually couched in terms of temperament, creative genius and can-you-believe-this urban legend.” People just accepted it as worth the “outstanding work he nurtured and championed. The anecdotes and occasional gossip item hewed to the same contours with the same takeaway: Wow, what a nasty guy. But in service to such great art! After all, some would say, you need to break a few eggs to make a masterpiece — even if they break in the course of being thrown at an underling’s head.”

In the workplace we find abrasive behavior that’s tolerated because management believes the person is crucial to the success of the organization. While this may be true (It’s tough to deny Scott Rudin’s contributions to entertainment and culture), accepting or ignoring the behavior still has a negative effect on the workers in the person’s area, if not the whole organization. Over time it can cause severe emotional damage, and even bring a business to its knees.

“I know the behavior is toxic, but what can we do? They’re too valuable to the organization” — just one of the myths around abrasive leaders that has allowed this destructive and harmful behavior to be so persistent and widespread — not just in the entertainment industry but across the board. 

Here’s the million-dollar question: Is it ever worth tolerating abrasive behavior from someone who’s a superstar at what they do? My answer is a big NO. Employers have a responsibility to manage both performance and conduct, assuring the physical and psychological safety of their workforce, no matter the industry. Whatever policies and systems will ensure this should be created, and that includes clear standards for conduct and interpersonal behavior. 

What is abrasive behavior? Our definition: any interpersonal conduct that causes emotional distress in coworkers and is sufficient to disrupt organizational functioning. The abrasive leader’s words and actions create friction that grates on others, with behavior that ranges on the continuum from mildly wounding to severely disruptive. The behavior is not a one-off or simple spat; it’s a chronic pattern of disrespectful behavior that (unaddressed) goes on and on creating more and more harm in its wake. 

Here are some (definitely not all) of the behaviors we find most commonly reported:

• Shouting at a group or individuals; public humiliation

• Swearing, name-calling or making hostile or inappropriate sexual comments

• Dismissing, condescending to or willfully ignoring an employee or coworker

• Making threats, storming out of a meeting, throwing objects

• Maligning another’s character or reputation

Ann Hornaday states: “With luck, we will discover ways to hold malefactors responsible for their past deeds while making it possible for them to pursue meaningful and productive careers in the future.”

Well, that’s what our work as Abrasive Leader coaches is about.  What the Boss Whispering Institute has found in their studies is that abrasive behavior is learned — and can be UNlearned. In most cases abrasive leaders are unaware or tend to minimize the impact of their behavior. 

With our specialized coaching, we help the person quickly gain insight into the harmful impact their words and actions are having, and coach them in developing non-destructive management strategies. We do highly confidential assessment and coaching, typically 8-10 sessions; demonstrable results are usually evident by the third coaching session.

A part of Scott Rudin’s story that saddens me is his statement that he is going to take ‘steps I should have taken years ago to address this behavior.’ I’m happy he is showing awareness of his problem, yet can’t help wondering how many people would have been better off had he sought help all those years ago.  

I’m also heartened that this and similar stories are coming to light, thanks to movements like “Time’s Up” and a young generation that seems committed to raising the bar on acceptable, positive, inclusive behavior. In this environment, anyone who is witnessing or is the target of (or is doling out) this kind of behavior should report it immediately. This is the only way the abrasive leader will get incentivized to accept the help they need to improve their style — and their lives as a result.

If you believe there is someone in your organization with an abrasive leadership style, take our free Abrasive Leader Diagnostic™ to determine if it’s a situation that needs your attention. You can access the questionnaire instantly, you are not required to submit any contact information, and your privacy is maintained throughout the process. You’ll receive a report with your results and recommendations for next steps.