How to handle power dynamics with a toxic manager and what makes us as a difficult target for such people?

Thanks Charlie for the good tip!
Not everyone has the habit of credit stealing, but if I find such people, I will record it in formal channels and share it before sharing it with others. I've had the experience that the recorded proofs don't work well in a toxic work environment => it is not a place to continue :(
Even if the job or area of work is interesting, one must have the courage to leave and find a better place.

Thanks Rahul, you were right. I've to move on. I have developed a trauma that is based on fear. I've some inner work to do to build up my confidence. I don't have any direct connection with that manager fortunately, I don't want to keep that bridge. I don't mind losing a job but no one deserves mistreatment. Please correct me if I'm thinking wrong.

The day when they formerly tell on their position status after a re-organization (layoff/cost reductions) is called TELL day. I too didn't know this concept, but found it as part of the organization announcements and process flows. This is the first time, I've experienced a forceful layoff in the company.

Thanks Alex, if you say these are the only possible choices then they are ones!
Now I know how to think and act. I need this validation and information. If I can practice it well, and find alliances, and support systems, then I'll not get stuck in such bad situations and I can protect myself.

Thanks Alex, you are fully right! I was reflecting on what I could have done better. I also started the course Managing Up: Build Effective Relationships With Your Boss.

I'm a native Indian working in Sweden. That toxic manager is a native Italian working in Sweden. He is 25 years older than me with 28 years of overall experience in the company, worked as a Chief Architect for many years, and 6+ years as a Line Manager. I used to have respect for him for his journey and calm attitude. For almost a year, I believed he had good intentions but didn't know how to communicate. But I was wrong, I was in a limbo state and it was confusing. I used to hear something harsh comments and if I questioned him next 1-on-1, he would deny or minimize it. Else he used to say he has memory issues. But over emails/chat, he used to be extra kind. Actions and words don't match. Whenever he does something terrible, he recognizes some other work done by me on a global platform but never he repairs the damage or asks me about my feelings, or just ask how he can support me better. Others in the team used to support him by saying he is the best manager that I can ever get. It was a very confusing experience for me. I was one of the top performers and I got good appreciation as a role model from many people over the years, but I didn't understand why this person is always trying to set me up for failure. I didn't play any politics anytime in my career, I gave my work 101%, I used to help people genuinely and I didn't have any interest in climbing the ladder or asking for hikes. I wanted to work in a meaningful way and learn as much as possible. All I used to ask him was I needed one learning certification or a course per year and a mentor to help with navigation. I never got what I asked and there is zero support.

I have a very good memory, I used to question him on certain comments he made in my 1-on-1 and whatever he says with a Line Manager hat is not easy to forget. I used to ruminate on the feedback and see where I could improve. Instead of answering the main issue, why is the tone a giant problem? Can't we ask direct questions to Line Managers? Like "Last week I remember you mentioned XYZ, can you tell me the motivation behind it".

Even if this tone is the major case, personalized training or courses or a mentorship program might have helped me. But I was not given the support. The only thing I heard each time when I questioned his behaviors or tried to make him accountable was "I don't like your tone, I will not support you or prove me what I said last time or You are too sensitive & you need to grow a tolerance to poor behaviors or I'm on your team, why don't you trust me or see me as a friend like others in the team".

Is there any simulation-based course or training to improve the communication esp. related to tone (verbally and non-verbally)? If there is a 1% chance to improve on the tone, I want to work on my skillset. Can you please guide me to move in that direction?

He also made comments that I was ambitious, I still wonder if I'm ambitious and if it is taking me somewhere to threaten people. I don't see myself as a threat or competition to anyone. But I do question when someone behaves in inappropriate ways as a pattern.

The other aspects that I believe I need to improve are "how to make people accountable at work" and "how to create psychological safety and not invoke jealousy even in toxic people "

Peers can not help as they were in the same vulnerable position during layoffs and headcount needs to be reduced at any cost. They can help to report against the manager but I didn't share what I was going through and was already isolated when they announced layoffs. The process itself took 3-4 months to conclude. All I have now are lessons learned in the hard way. Maybe my story can let someone else not fall into the trap.