Can you recognise an organisational psychopath?
“There’s an absolute lack of conscience, lack of remorse, and lack of guilt. They’re manipulative, superficially charming, and pathological liars. They like conning people and there’s a grandiose sense of self-importance.”
Dr John Clarke – expert on work psychopaths
For the past 6 months, the news media has been full of stories of inappropriate and unacceptable behaviour by men in powerful positions, whether its sexual abuse allegations against movie producer Harvey Weinstein or Australian TV presenter and producer Don Burke’s alleged sleazy and bullying behaviour, toxic workers are certainly topical.
Toxic employees can have a detrimental effect on an organisation. I wrote about this issue in a previous blog. Furthermore, the failure to take action can be costly in terms of morale and profits. It also takes away the positive energy required for managing an organisation.
One form of toxic employee is the ‘organisational psychopath’
The term psychopath conjures up images of evil murderers from a Hollywood movie such as Hannibal Lector in the Silence of the Lambs. However, they generally don’t murder people instead they destroy work colleagues and their subordinates as well as seriously damaging the organisations they work for.
Have you ever worked with or for an organisational psychopath?
How do you recognise an organisational psychopath?
They are not normally the overbearing, rude and unreasonable boss. They far too clever for that and often remain undetected for years in organisations.
I can remember working for one many years ago. He was superficially charming, had excellent oral communication skills, was outwardly extremely confident and ‘managed up’ exceptionally well.
Within 3 months unbeknown to me, he was wanting to dismiss me. There were no conversations about performance and he certainly gave me no assistance in my role. I later found out that he had previously forced the departure of several other employees. What alerted me was him undermining and subtly criticising the staff under my control. He was known as the ‘the smiling assassin’ and was displaying the psychopathic characteristics of lack of conscience.
My wife came to work to pick me up one afternoon with our 6 month old baby. He was dismissive and rude. This should have rung alarm bells, as one of the characteristics of a psychopath is a lack of empathy.
He was described as a hero by the business owner, as under his division, the business had grown significantly in terms of profit and revenue using new technology. I found out later that another executive was instrumental in advising and assisting him in implementing the new technology and opened the doors with existing customers. This shows three other characteristics of psychopaths, claiming credit for others work, being manipulative by managing up and using excellent oral communication skills.
Like all good organisational psychopaths, he left the organisation before he was found out. Upon leaving, the final confirmation fell into place. I was to complete a project he had commenced and found out that much of what he had claimed had been completed had not. Yes, the final characteristic was being a pathological liar.
The experience of working for this organisational psychopath left me somewhat scarred, losing my confidence and feeling demoralised. However, I learnt how to recognise organisational pathological behaviour and made a pact with myself never to work with or for one again and help others to manage who had been affected by their behaviour.
The following link provides a good summary of how to deal with them.
Read it and refer to it when needed…………………