BBNaija Season 10: How Faith, Thelma & Sultana's Toxic Behaviors Mirror Workplace Challenges

Like it or hate it, Big Brother Naija Season 10 (tagged “10/10) captivated Nigeria with its drama and larger-than-life personalities. The season became a cultural phenomenon, sparking daily debates on social media and in offices about the housemates’ antics. Beyond entertainment, the charged interactions in Big Brother’s house serve as a vivid case study of human behavior under pressure. In many ways, you’ve probably witnessed some behaviors that are all too familiar in the workplace. BBNaija is like an intense corporate retreat, only with fewer PowerPoints and a lot more shouting.

In this article, we’ll explore the personalities that dominated BBNaija Season 10, examining how their behaviors reflect real-world office dynamics and offering practical advice for managers, HR professionals, and employees to navigate similar challenges.

The Toxic Personalities of BBNaija Season 10

It seems toxicity is a hallmark of reality TV shows, and we’d certainly love to highlight ways in which ALL BBNaija Season 10 housemates exhibited this, but here are the most prominent examples to kick off this piece:

Faith Adewale: The High-Performer Who Crossed the Line

Initially a promising fan-favorite, Faith’s temper ultimately ended his journey. In Week 9, during a routine task rehearsal, Faith got into a physical altercation with housemate Sultana, reportedly over a trivial disagreement. He injured Sultana and was immediately disqualified; a shocking but necessary move by Big Brother, given the no-violence. This wasn’t Faith’s only clash; earlier, he’d been punched by Bright Morgan during an argument over a cigarette lighter.

Faith often bristled at others’ provocation and even accused eventual winner Imisi of being a “threat” to his success, resulting in a heated shouting match over scarce supplies. Housemates walked on eggshells around Faith’s volatile moods, and public opinion turned when his aggression crossed the line. His disqualification a week to the finale is basically a pointer to the fact that no matter one’s popularity, violence was intolerable; a stance applauded by viewers and a major talking point on Naija Twitter.

Now, let’s bring this back to the workplace. Faith is a classic example of a high performer with an emotional intelligence deficit; a toxic combo. He’s the kind of employee who’s excellent at his job, brings results, and might even be seen as a future leader... until he loses his temper in a meeting. In this scenario, Faith’s emotional outbursts created a toxic atmosphere, not just for him but for everyone around him. And if you’re a manager, you know how quickly one person’s temper can upset the entire team.

The lesson here is simple: emotional intelligence is just as important as technical skills. When Faith lost control, it didn’t matter how great his ideas were—his emotional volatility led to his downfall. For managers, this is a wake-up call. High performers who lack emotional regulation can become liabilities in a team environment. As a leader, it’s essential to address this early on. Behavioral coaching, stress management resources, and clear expectations for professional conduct can prevent these situations from derailing an entire team.

Victory Okokon: The Arrogant Instigator

Victory was arguably the most polarizing male housemate of the season. Known for his brash confidence, Victory relished confrontation and often spoke in a dismissive, combative manner toward female housemates. In one infamous clash, Thelma Lawson called Victory “a clown” who lacked discipline, saying he “doesn’t add any value” to her. Stung by this, Victory later retaliated with a deeply personal jab: he mocked Thelma’s status as a single mother, implying she had “no self-control” since she’d had a child. “She dey talk say I no get self-control, but na you don born one,” he sneered in Pidgin. This low blow immediately sparked outrage. Fans and even celebrities lambasted Victory’s comment as “peak misogyny”, noting that motherhood is a badge of honor, not an insult.

Many people have labeled Victory “sexist,” “uncouth,” and “hella misogynist,” condemning his habit of speaking to women “like trash”. Even some housemates grew wary: Victory’s stint as Head of House saw him bossing others around, and Thelma openly questioned his leadership with sarcasm. While a few viewers admitted his unpredictable, “messy” drama made for juicy TV, the consensus was that Victory personified a classic bully – a talented strategist perhaps, but undone by ego and disrespect. He remained in the game for a time (protected by alliances and wins), but his reputation outside was in tatters due to his demeaning remarks and confrontational style.

Thelma Lawson: The Fierce, But Divisive Voice

Thelma wasn’t shy about speaking her mind, and in a house full of drama, that’s a personality trait that can go either way. She was the one to step up, tell it like it is, and make her opinions known; sometimes in the most fiery way possible. In a situation where most would avoid confrontation, Thelma would dive right in, headfirst, with no hesitation. Sometimes it worked in her favor, sometimes it blew up in her face.

Her most unforgettable clash? Victory, a fellow housemate, decided to take a jab at Thelma by calling her “stupid.” Instead of letting it slide, Thelma didn’t hold back, throwing a verbal grenade that erupted into a full-on shouting match. The tension created a split in the house; some supported Thelma’s fiery defense, while others found it unnecessarily dramatic.

Sound familiar? If you've ever worked with the colleague who’s always ready to challenge authority and stir things up, you’ll recognize Thelma’s type. She’s the one who isn’t afraid to make waves, but sometimes, those waves crash in all the wrong ways. Thelma embodies the assertive but confrontational employee—someone who challenges ideas and pushes boundaries, but sometimes takes it too far and fractures relationships in the process.

So, what’s the workplace takeaway here? Conflict resolution is key. Assertiveness is a valuable trait, but it’s how you manage conflict that really matters. In an office environment, leaders should help employees like Thelma channel that directness into constructive discussions.  

Instead of going head-to-head in every meeting, encourage her to ask questions that lead to solutions, not just verbal duels. And when you find yourself in a similar scenario, don’t just escalate—take a breath, step back, and find common ground before things spiral.

Sultana Farida Auduson: The Volatile Personality

Ah, Sultana. If there was a masterclass in emotional volatility, she’d be the star student. Her personality swung like a pendulum, from charming and bubbly to impulsive and, let’s face it, unpredictable. One minute, she’s the life of the party, cracking jokes and sharing laughs, and the next minute, she’s locked in a fiery exchange, emotionally triggered by something minor. If you’ve worked with someone who shifts moods faster than you can say “coffee break,” you’ll know exactly what I mean.

And then came the infamous incident: Sultana peeing on Dede’s clothes. According to her stans, it was “alcohol-fueled,” but we all know what that really looked like. And, honestly, if you’ve ever had a drink (or just been around people who do), we both know that’s a classic excuse. Let’s not go into the weeds here, but the “wee incident” (pun intended) exemplified her lack of impulse control. It was something I like to call a full-on emotional explosion.

Her clash with Faith and her unpredictable behavior highlighted her inability to control her emotions, especially when under pressure. In the workplace, this is the person who can start the day in a good mood and end it with a meltdown over a small issue. When emotions like that are left unchecked, they can create a toxic environment where no one feels safe or comfortable.

For HR professionals and managers dealing with employees like Sultana, this is your cue: emotional regulation is critical. Emotional outbursts are often signs of deeper issues—stress, anxiety, or perhaps unresolved personal conflicts. In the office, creating a space where employees can express frustrations healthily, while keeping their cool under pressure, is key. Training in emotional intelligence and stress management, along with providing access to mental health resources, are crucial steps to prevent emotional explosions from damaging your team.

Behavioral Analysis: Toxic Traits and Workplace Parallels

The housemates of BBNaija Season 10 weren’t just reality TV stars; they were case studies in toxic personality traits that we all encounter in the workplace. Whether it’s narcissism, manipulation, or emotional volatility, these behaviors can turn the most promising teams into battlegrounds. But what do these traits look like, and how can we categorize them?

We can categorize these BBNaija personas using established frameworks. For instance, Amy Gallo – a workplace dynamics expert – identifies eight archetypes of difficult colleagues: The Pessimist, The Victim, The Passive-Aggressive Peer, The Insecure Boss, The Know-It-All, The Biased Coworker, The Tormentor, and The Political Operator.

Many Season 10 housemates slot neatly into these: Victory clearly played the Tormentor/Biased Coworker, habitually disrespecting a certain group (women); Bright was the Political Operator to an extent – stirring drama and (initially) evading consequences, until things caught up to him; Thelma, from some perspectives, could be seen as the Know-It-All (always correcting others) or even the Victim of bullying, depending on the lens and Faith was the Hothead Tormentor. 

Understanding these archetypes helps us see that such personalities aren’t confined to reality TV; they exist in our offices, boardrooms, and shop floors. The difference is, in real life, we don’t have Big Brother’s voice intervening with strikes; it’s up to organizational culture and management to deal with these behaviors. In the next sections, we translate these observations into workplace equivalents and implications.

In sum, the behaviors from Big Brother Naija Season 10 illustrate a range of toxic workplace phenomena: harassment, bullying, prejudice, sabotage, attention-seeking, and miscommunication. The challenges they create in professional settings are far-reaching. Employee well-being suffers (stress, mental health decline), teamwork collapses (people avoid or mistrust each other), productivity falls (time and energy get sucked into conflict management), and the organization’s performance and reputation take a hit. If toxic incidents become public (as they did on BBNaija, and as can happen via social media in real companies), there’s also reputational risk and legal liability. 

A key takeaway from BBNaija’s microcosm is that toxic behavior, if left unchecked, tends to escalate; therefore, organizations must proactively address even the early signs of these controversial personalities.

Toxic Conflict Styles in the Workplace

BBNaija contestants also demonstrated different conflict styles that can easily be mapped to real-life office scenarios. Here are some key styles:

• Competing: Faith occasionally displayed this style, characterized by aggression and a reluctance to compromise. When things didn’t go his way, he pushed back hard, using forceful language and actions. Employees like this can be challenging to work with because they often dominate conversations and refuse to give in.

• Avoiding: Isabella, on the other hand, was the type to withdraw from conflicts, letting them fester rather than addressing the issue head-on. In the workplace, these employees avoid confrontation, but their passive-aggressive behavior often undermines the team dynamic.

• Bully: The “bully” type was embodied by both Sultana and Faith. Employees like this are disruptive and undermine team morale, making it essential for managers to intervene quickly.

• Aggressive, Dominating Conflict Style: Housemates like Faith, Victory, and Bright clearly adopted a “competing” or forceful conflict style. They confronted issues (and people) head-on; often with raised voices or even fists. In psychological terms, such behavior suggests high levels of trait anger and low impulse control. These individuals were quick to perceive slights and react with aggression, aiming to win conflicts rather than resolve them. Bright and Faith both had violent outbursts (one earning strikes, the other a disqualification), exemplifying what organizational psychologists label “toxic” or high-conflict personalities.  Victory’s pattern of belittling female housemates indicates a need to dominate conversations and assert superiority, aligning with a “Type A” interpersonal style and perhaps even sexist bias. Indeed, Amy Gallo would likely classify Victory as the “biased coworker” archetype, one who harbors and exhibits prejudice (in this case, gender-based) in interactions.

• Manipulation and Attention-Seeking: Reality TV encourages strategic behavior, and some Season 10 housemates displayed Machiavellian tendencies, using mind games or dramatic stunts to gain advantage. While outright scheming was less reported than overt fights, we saw hints of manipulative behavior. 

For example, Sultana’s bizarre act of urinating in Dede’s storage box after a party can be seen as a form of passive-aggressive sabotage. Rather than direct confrontation, Sultana resorted to a secretive act to express anger or spite. This passive-aggression is a recognized behavior pattern, often used by individuals who avoid open conflict but retaliate in underhanded ways. In contrast, others like Thelma were very direct (perhaps too direct) about grievances, which is a different style altogether.

• Emotional Volatility and “Triggering” Factors: Many conflicts were triggered by ego threats or resource disputes. Faith’s and Bright’s fights erupted over scarce resources (cigarettes, rehearsal responsibilities) and disrespect. The lashing out when criticized (e.g. Victory after Thelma’s rebuke) highlights low tolerance for criticism; a trait common in difficult personalities at work. Psychologically, this often ties to fragile self-esteem masked by bravado. Indeed, when Victory was called out, he resorted to a low blow to reassert dominance, suggesting an underlying insecurity.

On the other hand, some housemates like Dede or Imisi displayed avoidant or accommodating conflict styles; they rarely initiated fights and often tried to defuse tensions. Imisi was even called “the most misunderstood” by Faith because her reserved communication style was often misread. This reflects how introverted or emotionally restrained individuals can be misperceived as aloof or arrogant in group settings. Overall, the house featured a spectrum of personality types; from aggressive competitors to sensitive introverts, clashing in a closed environment.

Managing Toxic Personalities: Strategies for Leaders, HR, and Employees

Now that we’ve dissected the personalities, it’s time to figure out how to handle them in the real world: the workplace. Whether you’re a manager, HR professional, or colleague, here’s how you can manage these toxic traits without turning your office into a reality show.

For Managers

1. Set Clear Boundaries: Just like Big Brother laid down the rules, establish clear behavioral expectations for your team. When people like Faith or Thelma push the boundaries, call them out early on. No one should feel like they can bully their way through the workplace.

2. Coaching and Feedback: Don’t wait for the blowup to happen. If someone’s displaying signs of emotional volatility or narcissism, provide constructive feedback before things escalate. Sometimes, they don’t even know how their behavior affects others.

3. Model Emotional Intelligence: If you want your team to manage conflict constructively, start with yourself. Lead by example—be calm under pressure, show empathy, and don’t engage in petty power struggles.

For HR Professionals

1. Provide Support Systems: Employees like Sultana need more than just a stern talking-to—they need emotional support. Providing resources like anger management workshops or stress reduction programs can help them get back on track.

2. Implement Fair Consequences: Toxic behavior can’t be swept under the rug. If someone violates company policy (like Faith did with physical aggression), there must be consistent consequences. HR should have a clear process for handling misconduct.

For Colleagues/ Co-workers

1. Set Boundaries: Don’t let toxic coworkers drag you into their drama. If someone’s behavior is affecting you, speak up calmly and professionally. Setting boundaries early on can prevent further conflict.

2. Seek Support: If you’re dealing with someone difficult, don’t feel like you have to handle it alone. Talk to HR or a trusted mentor about how to manage the situation.

Conclusion: Key Takeaways

BBNaija Season 10 was an unforgettable mix of personalities, but the behaviors of housemates like Faith, Thelma, and Sultana hold lessons that apply to every workplace. Whether it’s narcissism, emotional volatility, or confrontational behavior, toxic personalities can derail teams if not managed properly.

For managers: set clear expectations, offer feedback, and lead by example. For HR: create support systems and enforce consistent consequences. And for employees: set boundaries, seek support, and don’t let anyone’s toxicity drag you down.

At the end of the day, managing toxic personalities isn’t about just surviving the chaos; it’s about creating an environment where everyone can thrive, just like a well-managed BBNaija house that doesn’t erupt into drama every other week.