Halloween is the perfect time to embrace a little fright and fun. I’ll admit, I enjoy scaring friends and family with a well-timed prank. There’s something satisfying about the surprised jolt you get when you jump out of your hiding place! But while spooky tricks can be fun in the right context, leading with fear at work is a whole different story—it’s the recipe for creating a truly haunted workplace.

There are many "scary boss" archetypes you can recognize, and they’re eerily familiar to Halloween characters:

• The Vampire Boss: Sucks the life out of you with endless demands and late-night emails. They’re never satisfied, no matter how much you give.

• The Witch Boss: manipulative and toxic. They stir up drama and spread negativity throughout the team.

• The Werewolf Boss: Calm and collected during the day, but when stress hits, they transform into a raging beast.

• The Ghost Boss: Always disappearing when needed, offering vague guidance, and avoiding important decisions.

• The Zombie Boss: Stuck in old routines and approaches. Resistant to change and lacking vision.

• The Mummy Boss: Wrapped up in red tape. Bureaucracy is their middle name, slowing everything down.

• The Evil Clown Boss: Loves creating chaos and confusion, often playing mind games with the team.

• The Grim Reaper Boss: Quick to dismiss ideas and predict failure, casting a shadow of doom over new initiatives.

• The Mad Scientist Boss: obsessed with wild ideas, pushing chaotic projects without any real plan.

• The Scarecrow Boss: intimidating but ineffective. They talk big game but lack real leadership and action.

It’s no surprise that some managers fall into these scary categories. According to a recent survey, 33 percent of managers lead with fear. However, many of these managers may not even realize it. When asked if they lead with fear, most would say no. Yet, when asked about fear-based behaviors they experience, such as micromanagement, imposter syndrome, suspicion, or an unwillingness to receive feedback, it becomes clear that fear is unconsciously driving their actions.

So how can you tell if you might be a "scary" boss without realizing it?

The antidote to fear is trust—and it’s something all leaders can cultivate to foster a healthier, more productive environment.

In our workbook, Simple Truths of Leadership Playbook: A 52-Week Game Plan for Becoming a Trusted Servant Leader, Ken Blanchard and I share strategies for building trust and creating psychological safety in the workplace. Here are six ways to reduce fear and increase trust:

1. Be consistent: Fear thrives in unpredictability. If your team doesn’t know how you’ll react in any given situation, they will hesitate to take risks, unsure if they’ll be met with support or punishment. Consistency builds trust and creates a safe space for your employees to be creative and take calculated risks.
   
   

2. Treat mistakes as learning opportunities. In high-trust cultures, employees feel empowered to set bold goals and risk failure. Instead of punishing mistakes, use them as coaching moments. This approach helps your team learn and grow, rather than reinforcing fear.
   
   

3. Explain the "why." Transparency is key to building trust. When you explain the reasons behind your decisions and actions, your team understands your motivations and thought process. This reduces confusion and fosters a sense of inclusion in the decision-making process.
   
   

4. Share information about yourself: The Johari Window model shows how disclosing information about yourself can improve communication and trust. When you’re open and vulnerable, you encourage others to do the same, building a stronger rapport and mutual understanding.
   
   

5. Solicit and act on feedback: Leaders who rely on fear often make decisions in isolation, without considering input from others. Trusted leaders, however, actively seek feedback from their teams and incorporate ideas into their decision-making process. This not only builds trust but also creates a more collaborative and effective workplace.
   
   

6. Be kind: Simple acts of kindness—saying "please," "thank you," and "you’re welcome"—go a long way in fostering trust. When you show your employees respect and care, you build a foundation of mutual respect that transcends authority.
   
   

There are plenty of ways to stop the spread of "scary boss" behaviors. It requires continual self-awareness and effort to stay on track. A good first step? Consider using tools like Propel by Blanchard™, which help leaders grow their trust-building skills. The benefits are clear: stronger relationships, increased leadership effectiveness, and a servant-leader mindset that focuses on serving others rather than instilling fear.

There are no tricks to being a trusted leader, just practical principles that, when practiced consistently, help create a supportive and positive work environment. If you focus on these commonsense strategies, you won’t have to worry about becoming the “scary boss” at your workplace.