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The Psychopath in the Corner Office

The condition itself has been recognized for centuries, wearing evocative labels such as "madness without delirium" and "moral insanity" until the late 1800s, when "psychopath" was coined by a German clinician. But the term (and its later 1930s synonym, sociopath) had always been a sort of catch-all, widely and loosely applied to  violent and unstable criminals who seemed. The key feature of such people that do not treat others as humans, they treat them as animals.  But later this condition was expanded to include certain type of mangers that consistently demonstrate cult leader qualities. Such "office cult leader" like many high demand cult leaders  need only followers and try to completely enslave their victims. 

In 1980, Hare created a list of static traits, which, revised five years later, became known as the PCL-R. Popularly called "the Hare," the PCL-R measures phychopathy on a forty-point scale. Once it emerged, it helped to make the meaning of the term more uniform. With all limitations inherent in such scales this was a good start and despite obvious limitation inherent if static lists it proved to be a useful (abet far from being perfect) tool.  Later Robert Hare and a New York-based  Dr Paul Babiak  extended this research to corporate environment. They defined special type of managers whom he called "corporate psychopath" or "criminals without a crime".

According to Professor Hare "Corporate psychopaths tend to be manipulative, arrogant, callous, impatient, impulsive, unreliable and prone to fly into rages" . He grade the subject's tendencies in areas and categories and sub-categories but he missed the obvious link of corporate psychopath and cult leaders. They generally demonstrate the same methods: they never recognize the rights of others and see their self-serving behaviors permissible. They appear to be charming, yet are covertly hostile and domineering, seeing their victim as merely an instrument to be used. They dominate and humiliate their victims trying to convert them to slaves.   They does not see others around her as people, but only as targets and opportunities. Instead of friends, they have victims and accomplices who end up as victims and, in corporate environment, slaves:

1. The end always justifies the means and they let nothing stand in their way.
2. Goal is the enslavement of his victim(s); Tries to exercises despotic control over every aspect of his victim's life
3. Has a psychological need to justify his crimes
4. Ultimate goal is the creation of a willing victim

Hare categories that are useful warning signs include:

1. Glibness/Superficial Charm. Language is used to confuse and convince their audience. Captivating invented stories, superficial self-confidence, they can spin a web of lies creating articifial reality. Very good in verbal confrontations, well trained to destroy their critics verbally or emotionally.
    
2. Manipulative and Conning.  Never recognize the rights of others and see their self-serving behaviors permissible. They appear to be charming, yet are covertly hostile and domineering, seeing their victim as merely an instrument to be used. They dominate and humiliate their victims converting them into office slaves.
    
3. Grandiose Sense of Self.  Feels entitled to certain things as "their right." Craves adulation and attendance. Creates an us-versus-them mentality.
    
4. Pathological Lying.  Has no problem lying coolly and easily and it is almost impossible for them to be truthful on a consistent basis. Can create, and get caught up in, a complex belief about their own powers and abilities. Extremely convincing and able to pass lie detector tests.
    
5. Lack of Remorse, Shame or Guilt.  A deep seated rage, which is split off and repressed, is at their core. Does not see others around them as people, but only as targets and opportunities. Instead of friends, they have victims and accomplices who end up as victims. The end always justifies the means and they let nothing stand in their way.
    
6. Shallow Emotions. When they show what seems to be warmth, joy, love and compassion, it is more feigned than experienced and serves an ulterior motive. Outraged by insignificant matters, yet remaining unmoved and cold by what would upset a normal person. Since they are not genuine, neither are their promises.
    
7. Dominating and expect unconditional surrender.   they are very harsh in testing it from their devotees and expect them to feel guilt for their failings. Expects unconditional surrender.
    
8. Need for Stimulation. Corporate psychopaths are not necessary living on the edge like regular criminals, yet they like testing subordinates reactions with bizarre rules, punishments and behaviors. Verbal outbursts and physical punishments are normal. Verbal conflict is what replaces for them sexual life.
    
9. Callousness/Lack of Empathy. Unable to empathize with the pain of their victims, having only contempt for others' feelings of distress and readily taking advantage of them. Their skills are used to exploit, abuse and exert power. Since most normal IT professionals cannot believe their boss would callously hurt them, they rationalize the behavior as necessary for their (or the group's) "good" and deny the abuse. When you became aware of the exploitation it really looks like "office rape"  and corresponds to the behavior of serial rapist.
    
10. Poor Behavioral Controls/Impulsive Nature. Rage and abuse, alternating with small expressions of love and approval produce an addictive cycle for abuser and abused, as well as creating hopelessness in the victim. Try to instill the belief that they are well-connected. Demonstrate no sense of personal boundaries, no concern for their impact on others.
     
11. Early Behavior Problems/Juvenile Delinquency. Usually has a history of behavioral and academic difficulties, yet "gets by" by conning others. Problems in making and keeping friends; aberrant behaviors such as cruelty to people or animals, stealing, etc.
     
12. Failure to accept responsibility for one's own actions. Irresponsibility/Unreliability. Not concerned about wrecking others' lives and dreams. Oblivious or indifferent to the devastation they cause. Does not accept blame themselves, but blame their followers or others outside their group. Blame reinforces passivity and obedience and produces guilt, shame, terror and conformity in the followers.
     
13. Promiscuous Sexual Behavior/Infidelity. Women frequently practice office promiscuity using sex as an instrument to climb the ladder. This is usually kept hidden from all but the inner circle.
     
14. Lack of Realistic planning, Parasitic Lifestyle. Tends to live by present moment, attempt to steal and provide to superiors as own ideas and achievements of subordinates. Highly sensitive to their own pain and health.

Other Related Qualities:

Corporate psychopaths score very high on Factor 1 ("selfish, callous, and remorseless use of others" category. This factor includes eight traits:

• glibness and superficial charm;
• grandiose sense of self-worth;
• pathological lying;
• conning and manipulativeness;
• lack of remorse or guilt;
• shallow affect (i.e., a coldness covered up by dramatic emotional displays that are actually playacting);
• callousness and lack of empathy;
• Failure to accept responsibility for one's own actions.

Corporate psychopaths score only low to moderate on Factor 2, which pinpoints "chronically unstable, antisocial, and socially deviant lifestyle," the hallmarks of people who wind up in jail.

But enumeration of traits while helps to recognize the psychopath and provide some limited predictive value about the set of behaviors you can expect from them does not bring us any further as it is dynamics of usage of various types of attacks and attempts to subdue and enslave subordinates that matter.

Static depiction of the traits is too primitive method to capture the complexity of corporate psychopath. It can  has little or no predictive value for predicting types of attacks and enslavement methods used. The latter is the most important for IT professionals who need to deal with them on day to day basis. For some reason in many papers the term "psychopath" and "sociopath" are strongly associated with Mayberry Machiavellis type of bosses:  conning, ruthless and deceitful. IMHO the term is much broader then that and should include anybody who do not treat others as humans and who's aim is enslavement of subordinates much like cult leader attempts to enslave followers. This is the key disorder that distinguishes corporate psychopath from other types of "bad bosses" in modern organizations.  IT organizations though have a disproportionate number of woman who are addicted to power and use each and every trick to went up the ladder. They are probably the most dangerous type of corporate psychopaths in IT environment as they are somewhat protected by affirmative actions laws.

Hare estimates that psychopaths account for only about 1% of the general population. But he says there might be a higher proportion in such areas as business, politics, law enforcement agencies, law firms, religious organizations and, yes, the media. He noted that "They have a predatory quality to them and the prey is always around certain areas".  I suspect that in IT environment the percentage can be an order of magnitude higher and may well exceed 10% mark.  Large IT organizations are a perfect place for corporate psychopath to flourish as political skills not the competence are key for the path to the top. IT environment is a perfect setting for a corporate psychopath as most IT professionals lack social skills and as such are a pretty easy prey.

According to a recent (and very good) Fast Company article Is Your Boss a Psychopath by Alan Deutschman  psychopaths – defined as those unburdened by conscience who selfishly use people “callously and remorselessly for their own ends” –- don’t merely exist in corporate America, but are now more than ever harbored in the business environment. In his study involving a half-dozen companies, renowned industrial psychologist Paul Babiak found that the rapid changes the economy has recently undergone have fed corporate psychopaths, who thrive on the thrills of fast transformations.

After they became entrenched is it very difficult to smoke out these people and give them the boot.  Especially in corporate IT were the level of competence among other managers is not that high to mark a deviant with a black mark. One of the problems in identifying the corporate psychopath is that it's a world in which some of the defining characteristics are commonplace. Many successful managers and executives can, for example, be grandiose and narcissistic; but that doesn't necessarily mean they're psychopaths. Similarly, many organizations are set up in ways that foster these kinds of behaviors.  The key here is probably the level of competence. Psychopath are usually incompetents who using ruthless and Machiavellian behavior try to climb the corporate ladder. 

Their penetration in organization is usually staged in several phases:

• The entry phase, in which the psychopath charms the hiring team into selecting him or her for the job.
   
• The assessment phase. Here, the psychopathic employee identifies the potential support network of that consist of:
  • Patrons (those who will protect and defend the psychopath),
  • Pawns (those who can be unwittingly manipulated into using their power in service of the psychopath's aims),
  • Organizational Police (staff in such control functions as audit, security, human resources who might get in the way).
     
• The manipulation phase: the psychopath works the patrons and pawns, building the influence network through close and intense one-on-one relationships and at the same time moving up the organization.
   
• Confrontation phase. Individuals no longer deemed useful discover they've been wiped, relegated from close friend to Patsy. Two factions start forming:
  • Influential supporters (Pawns and Patrons);
  • Powerless detractors (Patsies and Police).
     
• Cuckoo egg stage. That's when all that planning and manipulation pays off - the patrons are betrayed, the boss is shoved aside and the psychopath moves in.

As for victims of corporate psychopaths there is very little that they can do to regain control of their career other than leave their job altogether. You cannot negotiate with this kind of bully. First, because they are psychopaths and as such do not consider you to be a human, and the second they are extremely good at pulling the wool over their employers' eyes. In fact, if you try to negotiate or mediate, they will simply see you as vulnerable, which can put you in even more danger. As most of them are petty sadists they get their kicks out of causing other people pain, so a vulnerable person is a prime target.

Research conducted by Field has identified four types of "serial bully" in the workplace with the most dangerous type to be so called the "sociopath".

"The sociopath - which is short for 'socialized psychopath' - is basically my term for the corporate psychopath. I just chose to emphasize the 'socialized' aspect because these people have brought their behavior to just within what is socially and legally acceptable."

Sociopaths tend to be promoted to middle, or just above, middle management and while they often gravitate towards roles in business, the media, law and politics - where scheming and bullying is just part of everyday working life they became visible in others sectors too and first of all in education and academic research. That's because they prey on vulnerable people and vulnerable people often choose to work in this sector.

Now, because the pace of business has accelerated so much, only organizations that move fast can survive. It also makes those organization vulnerable to the infection by corporate psychopaths.

Not all corporate psychopaths get away with their antics, however. Alan Ross recalls working for a particularly mercenary one in an investment bank. "I was just out of university and she almost screwed me up completely," he says. "She had ambitions to move into a new area of work and did this primarily by getting her researchers - us - to translate and plagiarize equity research from all the continental banks and sell it as her own research. This proved highly successful and she was getting a name for herself as an expert."

Just before she was offered a major job in her new "expert" role, however, Ross decided to put an end to her reign of terror. "First we supplied a dossier to a magazine, which duly printed an exposé of her. Finally, to rub it right in, we sent copies of the article to every fund manager she ever had dealings with - i.e. all the bank's best and wealthiest customers. Job done - she was suspended pending an investigation and then sacked."

Although I am skeptical about trait enumeration exercises I still consider it valuable for gaining understanding of some typical pattern of behaviors. You can see the result of my exercise on this topic here. Of course this is a compilation, but this "individualized compilation"  that includes some prominent features of psychopath that I dealt with. Please note that you need to check list on all categories described above in order to see a bigger picture. Each psychopath is different from the other.

Notes: Those pages are written by people for whom English is not a native language. Some amount of grammar and spelling errors should be expected. This is a Spartan WHYFF (We Help You For Free) site. It cannot replace the best teachers and the best books. The site contain some obsolete pages as it develops like a living tree... Some links on older pages are broken. Please try to use Google, Open directory, etc. to find a replacement link (see HOWTO search the WEB for details). We would appreciate if you can mail us a correct link. Search Amazon by keywords:     Open directory Research Index

Old News ;-)

[Mar 21, 2007] The Raw Story Six ways to spot the workplace psychopath lurking in your office by Hazel Parry

(Rawstory.com) Dr John Clarke, for years an expert in the criminal mind, remembers the day he suddenly realized that there might be psychopaths at large in millions of offices around the world. "I was giving a lecture on criminal psychology and gave a psychopath checklist," he said. "At the end, a woman came up and said 'You have just described my boss'."

What Clarke discovered was that the psychopath is not just a person you find in prison, in a courtroom or in the pages of a thriller. He or she is scheming in workplaces all over the world. Research claims that 1 per cent of the adult working population are workplace psychopaths. In offices large and small, in boardrooms and on shop floors the psychopath lurks; lying, cheating, stealing, manipulating, victimising and destroying co- workers - all without any guilt or remorse.

Worse than that, says Clarke, these so-called organizational psychopaths thrive in the corporate world where their ruthlessness and desire to succeed is not only mistaken as ambition and good leadership skills but is rewarded with promotion, bonuses and pay rises.

Take for example the average job advertisement, says Clarke. "They say things like 'You know you are best, you are able to influence people, you are determined to win at any cost for the organisation.' These sorts of statements appeal to a lot of people, but they particularly appeal to the psychopath." "What an organisation is doing when they place an ad like this, is indirectly encouraging a psychopath to apply."

In an interview the psychopath is a charmer coming across as the perfect person for the job. "They are very good talkers and will often make up things in their resume so the interview panel is taken in by them," says Clarke. "They appear to be charming, intelligent and sophisticated and it is only if you dig a little deeper you can see what sort of person they are." The workplace psychopath will do anything to get the power, the status and the salary they crave.

"The workplace psychopath thinks the same as the criminal psychopath. They are all out for themselves," says Clarke. "However, the difference is that where the violent criminal psychopath physically destroys their victims, the workplace one psychologically destroys them."

Clarke, a PhD in psychology from the University of Sydney, is the author of the recently-published The Pocket Pscyho (Random House), a survival guide on how to protect yourself from the organizational psychopath.

According to Clarke you can spot the workplace psychopath by the following behaviour patterns and personality traits.

• Guiltless: The workplace psychopath shows no remorse no matter how much they victimize, back-stab or steal credit.
• Charming: They are very good talkers. They prefer to operate one-on-one and will avoid group meetings.
• Manipulative: They bend the corporate systems and rules for their own advantage. They prey on people's weaknesses, particularly low self esteem.
• Parasitic: They take credit for other people's work. 5. Pathological liars: The workplace psychopath is not a good liar. However, when discovered they can talk their way out of trouble.
• Erratic: Psychopaths only experience primary emotions (happy, sad, anger). They will also shift between emotions very quickly, one minute being happy, the next being angry and the next sad.

Workplace psychopaths operate by making friends with someone high up who can protect them. They undermine their boss while at the same time being friendly towards them and work their way up the corporate ladder. For those targeted by the psychopath, the consequences can be devastating. "They take away people's belief in themselves and their abilities. They take away their trust in other people," said Clarke. "The victim becomes cold, cynical, bitter and almost unable to function." Clarke says there are two weapons we can use to protect ourselves from the workplace psycho: education and teamwork.

• "If you educate yourself then you recognize why this person is doing these things to you. This stops the cycle of self-blame and isolation which victims feel," he said.
• "The second thing is team-building and teamwork. You should talk to other people and tell them what is happening. If a psychopath can't isolate you, they can't destroy you."

In circumstances when the employer fails to act, Clarke recommends the victim should move jobs.

Why? Because you cannot change a psychopath, and rehabilitation only makes them worse. "They don't care. They don't think of themselves as psychopaths. They don't think they are doing wrong. They just think they are smart and if everyone else had the same intelligence, they would do the same thing," says Clarke. "When you rehabilitate them, you teach them social skills and show them how to deal with people appropriately. They will then use those social skills to better manipulate people." © 2006 - dpa German Press Agency   

The Hidden Suffering of the Psychopath

Psychopathy is characterized by diagnostic features such as superficial charm, high intelligence, poor judgment and failure to learn from experience, pathological egocentricity and incapacity for love, lack of remorse or shame, impulsivity, grandiose sense of self-worth, pathological lying, manipulative behavior, poor self-control, promiscuous sexual behavior, juvenile delinquency, and criminal versatility among others (Cleckley, 1982; Hare et al., 1990). As a consequence of these criteria the psychopath has the image of a cold, heartless, inhuman being.

BizzBangBuzz by technology attorney business lawyer mediator Anthony Cerminaro July 2005

"The psychopath has no allegiance to the company at all, just to self," ... "A psychopath is playing a short-term parasitic game." That was the profile of Fastow and Dunlap -- guys out to profit for themselves without any concern for the companies and lives they were wrecking. In contrast, Jobs and Ellison want their own companies to thrive forever -- indeed, to dominate their industries and take over other fields as well. "An entrepreneurial founder-CEO might have a narcissistic tendency that looks like psychopathy," Babiak says. "But they have a vested interest: Their identity is wrapped up with the company's existence. They're loyal to the company."
 

[Feb 1, 2007] Big Bully

Only recently has society begun to deal with female bullying, perhaps more insidious because it rarely involves fists. Rather pointed barbs and cruel remarks are used, frequently leaving much more lasting damage.

[Feb 1, 2007] Lovefraud Blog » Blog Archive » Red flags for workplace sociopaths

• Chooses and sucks up to allies (not “friends”) who are more powerful, or who he can use to further his aims, or who have something he can gain—especially money.
• Constantly criticises others, and often criticises allies behind their back.
• Says things that make no sense, gives people the feeling of walking on eggshells.
• Treats his new recruits very favourably at first, and then gets bored with them.
• Loves bullying, especially with someone more vulnerable or less powerful. Has and will use limitless resources for finishing someone professionally and mentally. Always has at least one he’s working on intensely.
• Makes his victims feel guilty, useless, furious and frightened.
• Occasionally says very charming things to people he is bullying—to keep them under his control.
• Victims become too ill to work, are dismissed for misconduct, and the cycle starts again.
• Thinks nothing of lying; his qualifications and experience are probably bogus.
• Is above and outside of any rules, but tries to be seen to follow them when it suits him.
• Sense of right and wrong dictated by what he can get away with.
• Starts a project as Superman, runs it like Hitler, and then fails to finish.
• Has infinite rationalisations to explain the results of his professional shortcomings— his failings are always someone else’s fault.
• Failures covered up by chaotic reorganisations and bullsh*t.
• Very adept at fooling others… Jobsworth people think he’s great. Some call him charismatic. No one wants to believe he’s as bad and stupid as he is.
• The only people who really can recognise him are his victims.

[Feb 1, 2007]The Psychopath The Mask of Sanity

In short, the psychopath - and the narcissist to a lesser extent - is a predator. Only real feelings they seem to have - the thing that drives them and causes them to act out different dramas for effect - is a sort of "predatorial hunger" for what they want.

It has often been noted that psychopaths have a distinct advantage over human beings with conscience and feelings because the psychopath does not have conscience and feelings. What seems to be so is that conscience and feelings are related to the abstract concepts of "future" and "others." It is "spatio-temporal." We can feel fear, sympathy, empathy, sadness, and so on because we can IMAGINE in an abstract way, the future based on our own experiences in the past, or even just "concepts of experiences" in myriad variations. We can "predict" how others will react because we are able to "see ourselves" in them even though they are "out there" and the situation is somewhat different externally, though similar in dynamic. In other words, we can not only identify with others spatially - so to say - but also temporally - in time.

The psychopath does not seem to have this capacity.

They are unable to "imagine" in the sense of being able to really connect to images in a direct "self connecting to another self" sort of way.

Oh, indeed, they can imitate feelings, but the only real feelings they seem to have - the thing that drives them and causes them to act out different dramas for effect - is a sort of "predatorial hunger" for what they want. That is to say, they "feel" need/want as love, and not having their needs/wants met is described as "not being loved" by them. What is more, this "need/want" perspective posits that only the "hunger" of the psychopath is valid, and anything and everything "out there," outside of the psychopath, is not real except insofar as it has the capability of being assimilated to the psychopath as a sort of "food." "Can it be used or can it provide something?" is the only issue about which the psychopath seems to be concerned. All else - all activity - is subsumed to this drive.

In short, the psychopath - and the narcissist to a lesser extent - is a predator. If we think about the interactions of predators with their prey in the animal kingdom, we can come to some idea of what is behind the "mask of sanity" of the psychopath. Just as an animal predator will adopt all kinds of stealthy functions in order to stalk their prey, cut them out of the herd, get close to them and reduce their resistance, so does the psychopath construct all kinds of elaborate camoflage composed of words and appearances - lies and manipulations - in order to "assimilate" their prey.

They're charming and plausible, but they hide a dark secret. Kate Hilpern on psychopathic colleagues and why there are more of them than you might imagine

September 27, 2004 (The Guardian ) If you've ever secretly harbored thoughts that a colleague - or even your boss - behaves like a psychopath, you may be closer to the truth than you dared to imagine. A study has found that there are far more sub-criminal psychopaths - self-serving, narcissistic schemers who display a stunning lack of empathy, but are not criminally inclined - at large in the population than had previously been thought. Some even end up in managerial positions.

"The world of unfeeling psychopaths is not limited to the popular images of monsters who steal people's children or kill without remorse," explains Robert Hare, a professor emeritus at the University of British Columbia in Canada, who conducted the study. "After all, if you are bright, you have been brought up with good social skills, and you don't want to end up in prison, so you probably won't turn to a life of violence. Rather, you'll recognise that you can use your psychopathic tendencies more legitimately by getting into positions of power and control. What better place than a corporation?"

"Corporate psychopaths" tend to be manipulative, arrogant, callous, impatient, impulsive, unreliable and prone to fly into rages, according to Professor Hare. They break promises, and take credit for the work of others and blame everyone else when things go wrong. "Psychopaths are social predators and like all predators they are looking for feeding grounds," he says. "Wherever you get power, prestige and money, you will find them."

But with today's employers increasingly focusing on anti-bullying policies, how do they get away with it? Paul Babiak, an organisational psychologist, explains that psychopaths have the ability to demonstrate the traits that the organisation wants and needs, as well as coming across as smooth, polished and engaging. They can appear to employers to be the perfect manager. "The psychopath is the kind of individual that can give you the right impression, has a charming facade, can look and sound like the ideal leader, but behind this mask has a dark side," he says. "It's this dark side of the personality that lies, is deceitful, is manipulative and that bullies other people."

Dr Babiak claims to have dealt with corporate psychopaths who not only demonstrate the defining characteristics of lack of remorse and empathy, but also enjoy causing others pain. "I have seen individuals fire people and take great pleasure in doing it," he says.

Frances Collins was driven out of her job after just a few months, whilst her psychopathic boss remained in his. "One shining example of his lack of empathy was the day of my graduation," she says. "There was an event happening at work that day, which I had worked extremely hard to help them prepare for. It was all set to go like clockwork, so I was able to take the day off. On the same day, I found out that my stepdad had cancer, so wound up having to comfort my mother, as well as deal with my graduation. When I returned to work, and my boss discovered this, he simply pulled me up on the fact that I hadn't rang to check if the event had gone OK."

He would turn up to work at 10am and leave by 4pm almost every day, "due to family issues," she says. "Yet it was almost as if no one else had a family or life, for that matter. Then, when people complained that the communications team was never there, he tried to imply that it was myself or the other PR officer at fault when we were out covering his meetings."

In some organisations, corporate psychopaths pose a threat not only to individuals, but also to the entire workforce, according to Dr Babiak. They build up a power base and turn everyone in the organisation paranoid, everyone becomes afraid of everyone else and the work culture begins to reflect the personality of the leader.

Dr Babiak adds that bullying isn't the only characteristic displayed by the corporate psychopath. "Many even promote fraud in the organisation and steal the company's money," he says. Recent research by accountants MacIntyre Hudson demonstrates just how much of a concern to companies this is. Almost four out of 10 business owners in Britain view the possibility of fraud - particularly being ripped off by one of their own employees - as the single biggest threat to their company, the study found.

In an attempt to root out such undesirable employees, Dr Babiak and Prof Hare have teamed up to design a test aimed at enabling companies to detect corporate psychopaths before they can do serious damage in the workplace. The "Business Scan 360" test will assess managers who come across as ideal corporate leaders, but who may carry psychopathic traits. Colleagues and a supervisor of the person being tested will be asked to fill in a detailed questionnaire that considers four aspects of the subject's personality - anti-social tendencies, organisational maturity, interpersonal relations, and personal style.

But the idea is not to smoke out these people and give them the boot, insists Prof Hare. "Some organisations would value some of the traits, such as being remorseless and manipulative. Used-car salesmen, for example, will probably need to be cut-throat," he says. "The major problem is that psychopaths get into organisations as they interview well and can convince people that they are right for the job. But as soon as the person is hired all sorts of problems start."

Tim Field, author of Bully in Sight and a recognised expert on bullying in Britain, believes the test is good news for victims of corporate psychopaths. "'At the moment, there is very little that they can do to regain control of their career other than leave their job altogether," he says.

"You cannot negotiate or mediate with this kind of bully for two reasons. First, because they have a different kind of mindset to everyone else and second, because they are very good at pulling the wool over their employers' eyes. In fact, if you try to negotiate or mediate, they will simply see you as vulnerable, which can put you in even more danger. They get their kicks out of causing other people pain, so a vulnerable person is a prime target."

Mr Field's own research has identified four types of "serial bully" in the workplace, and the one he claims is most dangerous is what he calls the "sociopath". "The sociopath - which is short for 'socialised psychopath' - is basically my term for the corporate psychopath," he says. "I just chose to emphasise the 'socialised' aspect because these people have brought their behaviour to just within what is socially and legally acceptable."

Sociopaths, he says, tend to sit at middle, or just above, middle management and while Professor Hare has found they often gravitate towards roles in business, the media, law and politics - where scheming and bullying is just part of everyday working life - Mr Field has spotted them in others sectors too. "I get a lot of calls from victims in the caring professions - nursing, social services and education, for example. I believe that's because they prey on vulnerable people and vulnerable people often choose to work in this sector."

Corporate psychologist Ben Williams agrees that the corporate psychopath is at large in management throughout Britain. "But I would argue that there are fewer than in the past because we now have laws against discrimination and unfair behaviour," he says.

Others disagree. The quickly changing corporate world is increasingly susceptible to the psycho in a suit, Dr Babiak believes. The old, staid, bureaucratic organisation filled with rules, policies and procedures was too frustrating and unattractive to the psychopath, he says. "Now, because the pace of business has accelerated so much, only organisations that move fast can survive. It also makes it more fun to work there, not just for you and I, but for the psychopath as well."

Not all corporate psychopaths get away with their antics, however. Alan Ross recalls working for a particularly mercenary one in an investment bank. "I was just out of university and she almost screwed me up completely," he says. "She had ambitions to move into a new area of work and did this primarily by getting her researchers - us - to translate and plagiarise equity research from all the continental banks and sell it as her own research. This proved highly successful and she was getting a name for herself as an expert."

Just before she was offered a major job in her new "expert" role, however, Ross decided to put an end to her reign of terror. "First we supplied a dossier to a magazine, which duly printed an exposé of her. Finally, to rub it right in, we sent copies of the article to every fund manager she ever had dealings with - ie all the bank's best and wealthiest customers. Job done - she was suspended pending an investigation and then sacked."

· Some names have been changed.

[Oct 10, 2006] The Monster Blog Your Boss A Psychopath

psychopaths –- defined as those unburdened by conscience who selfishly use people “callously and remorselessly for their own ends” –- don’t merely exist in corporate America, but are now more than ever harbored in the business environment.

In his study involving a half-dozen companies, renowned industrial psychologist Paul Babiak found that the rapid changes the economy has recently undergone have fed corporate psychopaths, who thrive on the thrills of fast transformations.

Apparently, these people succeed because those around them assume they are not fundamentally different from the average compassionate person and that they do care about others’ feelings. This assumption allows corporate psychopaths to prey on those around them. “They have an element of emotional intelligence, of being able to see our emotions very clearly and manipulate them,” says Michael Maccoby, a psychotherapist interviewed for the article who has consulted for major corporations.

But how do you know if your boss is afflicted with this state of mind? Take this quiz, which is based on the standard clinical test for psychopathy. The quiz focuses on the so-called nonviolent “corporate psychopath.” Fast Company notes that this quiz is a “strictly amateur exercise.”
 

[1] Suspect flattery. Sincere compliments from a coworker or a boss are nice, but outrageous flattery is often an attempt to draw you into a psychopath's snare. If you feel your ego is being massaged, you may be dealing with a psychopath. Be careful.

[2] Take labels and titles with a grain of salt. Just because someone is older, has a higher position or more degrees, or is wealthier than you are does not mean his or her moral judgment is better than yours.

[3] Always question authority when it conflicts with your own sense of right and wrong. This may be hard to do, but it is crucial to your own career and well-being.

[4] Never agree to help a psychopath conceal his or her suspicious activities at work.

[5] If you are afraid of your boss, never confuse this feeling with respect.

[6] Realistically assess the damage to your life. If it's too great, you may have to leave. Remember that living well is the best revenge.

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I had a job I loved for six months got a substantial raise after three months and then a management change. I was assigned to a woman who had a reputation for not keeping assistants. I went in with an open mind the first week of June. She never gave me a chance - gave me assignments and then told me she never told me to do it; talked about me within earshot; consistently set me up to fail. I finally resigned after seven weeks. I have never ever worked for a more manipulative person. However, anyone who did not work for her would say she was the nicest person - always remembering birthdays etc. Yes, a definite psychopath. Thanks for the enlightening article.
 

My boss is a psychopath. He is the most ruthless, selfish person I've ever met. It is so difficult working for him. He takes credit for everything others do. He sounds so elegant when he talks in public, he would fool you all. Gosh, now that I know he is actually a psycopath, kind of scares me but he fits this article to the letter!

I joined the "managed by a psycho boss" society years ago - assumed a new position with a new manager who spent the first 6 months trying to get me fired. In my case, I beat him at his own game - developed strong one-on-one relationships with his clients who praised my work and "his obvious good management". It fed the ego need and he backed off. But I watched the charm and venom pattern - co-workers and even management really didn't know how to respond to it, which kept him on the payroll for years. But happily, time wounds all heels and his maniacal need to skirt chase resulted in eventual HR actions and dismissal.
 

[Oct 1, 2004] Is there a psychopath in your office? by Barbara Bartlein

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Masters of manipulation, it is estimated that approximately only 1 percent of the general population are psychopaths. Yet their numbers are overrepresented in business, politics, law enforcement agencies, law firms and the media, according to research done by Dr. Robert Hare, at the University of British Columbia and his colleague, Dr. Paul Babiak.

"In the business world, if I was a good psychopath and I was well educated, bright, intelligent, grew up in the proper way, knew how to talk and dress and how to use a fork, I'm not going to go out and rob banks," reports Hare. White collar crime offers more "acceptable" opportunities.

Recent events in the business world do raise questions of a darker side to leadership. There are thousands of people who were affected by Kenneth Lay's decision to unload more than $1 billion of Enron stock between January 1999 and July 2001 while telling employees and investors to buy more. Executives at Global Crossing were receiving bonuses and stock options as the value of the company was shrinking.

The business world offers unique opportunity for a psychopath to ooze charm, manipulate people, and misrepresent his or her way to the top. But one of the problems in identifying the organizational psychopath is that they often display characteristics that are commonplace for high-level executives. Many managers and executives display personalities that are grandiose and narcissistic. That doesn't mean they are psychopaths.

According to Hare and Babiak, there are five distinct phases for psychopathic behavior that put him or her in a power position.

• The Entry Phase. The psychopath leaches charm during the interview and hiring process. He quickly determines the decision makers and then pulls out all stops to impress and influence. Some members of the interviewing team may report their reactions of uneasiness or discomfort, but they often ignore or discount such feelings because the candidate is "well liked."
   
• Identification of Patrons, Pawns and Police. The patrons are those in the organization who can protect and defend the psychopath. They tend to be trusting and dedicated employees, the perfect people to be used and manipulated. The pawns tend to be in more influential positions and are unwittingly put into service to help the psychopath achieve his aims. The organizational police are those staff and positions that handle the control functions in the company. These positions include human resources, internal audit, security and the comptroller. The psychopath figures out systems to bypass the people who might get in the way.
   
• The Manipulation. This is where the psychopath really gets to work. The patrons and pawns are exploited, usually on a one-to-one basis, so the psychopath can pursue his self-interest and goals. Quickly moving up the organization, she is a master of building the network of influence through intense relationships.
   
• The Confrontation. At this stage, the psychopath confronts or ignores those individuals no longer viewed as useful to his career and advancement. Often the pawns and patrons are shocked to learn that the warmth they thought they experienced in the relationship was nothing more than a façade. The psychopath has moved on and only spends time with those who are influential supporters.
   
• The Ascension. This is the point where all the planning, manipulation, and working the networks pays off. The psychopath moves into a power position and may use the newfound influence primarily for her own gain. There is a notable lack of empathy for other employees, subordinates and stockholders. In fact, a distinguishing characteristic of the psychopathic boss is a sense of entitlement where the personal gain can be justified.

This new research puts an interesting spin on the claims for some in the leadership field that a leader must have charm and charisma. Perhaps, it is time to rethink some of the essential personal characteristics necessary for great leadership.

Barbara Bartlein is president of Great Lakes Consulting Group L.L.C. She can be reached at 888-747-9953 or barb@barbbartlein.com or visit her Web site at www.ThePeoplePro.com.

[May 28, 2006] globeandmail.com The psychopath in the corner office by ALEXANDRA GILL

From Saturday's Globe and Mail

One of history's most scandalous cases of corporate skulduggery culminated in a righteous clap of thunder this week, after former Enron Corp. chiefs Kenneth Lay and Jeffrey Skilling were found guilty on multiple counts of conspiracy, securities and wire fraud.

"Justice has been served. The jury's verdicts help to close a notorious chapter in the history of America's publicly traded companies," Rep. Michael Oxley, the Ohio Republican who co-wrote the Sarbanes-Oxley corporate reforms, told reporters.

"This is a sign to any and all pending white-collar cases that corporate crime does not pay," said Anthony Sabino, a law professor at St. John's University in New York. "It is a huge memo to corporate officers and other chieftains. Stay within the law, and don't cheat your shareholders and don't lie to the market, or your next address is the federal penitentiary."

Among all the crowing, it was almost forgotten that some of the major players, including Enron's former chief financial officer, Andrew Fastow, made plea bargains with federal prosecutors in exchange for their testimony.

"It often is those with a heavy dose of psychopathic features who forget any pledges or notion of loyalty as soon as there is a chance to save their own skin," notes Robert Hare, co-author of a chilling new book called Snakes in Suits: When Psychopaths Go To Work.

Prof. Hare, emeritus professor of psychology at the University of British Columbia, is one of the world's leading experts on psychopathy. In 1980, he defined the mental disorder for modern scientists with an internationally recognized diagnostic tool called the Psychopathy Checklist.

Paul Babiak is a New York-based industrial and organizational psychologist who studies psychopathic behaviour in corporations.

Together, they have designed a new tool, the Business Scan 360 Test or B-Scan, which could help to determine if the arrogant, bullying SOB who occupies the corner office is just your average boss from hell or a malevolent psychopath, capable of causing untold damage.

The story of how these cunning creatures successfully slither into high-powered managerial roles is bracingly told in Snakes in Suits. Prof. Hare and Mr. Babiak include numerous case studies and tips for peeling back the charming façade worn by those completely untrustworthy colleagues in the next cubicle. The book may even prompt you to take a closer look at the narcissistic neighbour across the street.

In Prof. Hare's estimation, the average incidence of psychopathy in North America is 1 per cent of the population. That would mean there are about 300,000 psychopaths in Canada -- and close to 3,000 reading this very newspaper today. Perhaps you know one. Or are one.

There's no need to run for your life. The corporate psychopath is not necessarily a shower-stalking killer. Nor is he (or she) a "psycho," the pejorative term for someone who is psychotic.

Psychosis is a serious mental illness defined by paranoid delusions and a disconnection with reality. Psychopathy, on the other hand, is a personality disorder, characterized by a deep lack of conscience, empathy and compassion.

(Then again, there's Patrick Bateman, the Wall Street banker on a sadistic murder streak in the Brett Easton Ellis novel American Psycho, who displayed elements of both. "That was good," Prof. Hare says of the character, with a shiver of repulsed awe.)

Corporate psychopaths are greedy, selfish, deceptive, unreliable and prone to fits of rage. They are also charming and confident, give perfect interviews and quickly become everybody's favourite employee. They are social predators and quite possibly capable of murder.

But if they're bright, and have been brought up with good social skills, they will probably shun violence and use their psychopathic tendencies to win power, prestige and money.

Where do they go? Increasingly, straight to the top of today's flexible, fast-paced, high-risk corporations, where callousness and egocentricity have become acceptable trade-offs for fearless leaders who can rattle cages and get things done quickly.

Dave's first day on the job created much excitement as he was shown around the department and introduced to the staff. There was a buzz about the new person who had been hired away from a larger player in the industry, and who would help them regain some of the lost ground resulting from the problematic new product introduction cycles. Everyone came out to greet Dave, and all who met him immediately liked him. He had personality and good looks, not to mention his strong technical background in the company's major research area, and he projected rock-solid confidence.

After introducing Dave around to most of the department, Frank took him to his new office.

"Oh," muttered Dave, a bit disappointed in what he saw. "I thought it would be a little closer to the action," he paused, "and a tad bigger."

"Well, we're growing very rapidly and office space is at a premium," offered Frank, wondering why he was feeling apologetic, "but you'll be moving around here soon enough, as we occasionally shuffle staff around. In fact, it's quite the joke here."

Dave wasn't amused, but as he turned to face Frank, he threw on a smile and said, "That's great! So I better settle in and start being productive." -- from Snakes in Suits

"Dave" is a real corporate executive, studied by Mr. Babiak, who triggered shockwaves of trouble at a highly profitable U.S. electronics company in the mid-1990s.

After Mr. Babiak was called in by the company to assess the problems, and had pinpointed the trouble maker, he contacted Prof. Hare. They didn't know each other at the time, but Mr. Babiak had read a lot of Prof. Hare's research on psychopathic behaviour -- which, until then, had focused on the criminal justice system.

Prof. Hare, who is a member of the U.S. Federal Bureau of Investigation's research-advisory board on serial killers, was intrigued.

"I always said that if I wasn't studying psychopaths in prison, I'd do so at the Vancouver Stock Exchange," he says, recalling the days when the VSE was still up and tumbling like the Wild West.

Prof. Hare and Mr. Babiak became good friends. They shared materials. Prof. Hare included a short case study on Dave in his 1999 book Without Conscience. A much longer version of Dave's story is woven through this new, co-written book.

In the meantime, Dave is still running amok at the top of the business world, and Mr. Babiak is still tracking his illustrious career.

"Not everyone is so lucky," Prof. Hare says. "Some flame out or are caught or quietly move on to another organization. But in other cases, they become the boss -- or marry the boss."

It is not difficult to imagine how Dave and others like him arrived at their opportunistic positions to deceive. The past two decades have been tumultuous times for large corporate organizations. With dot-coms booming and collapsing, older firms merging or shrinking, the accelerated pace of change has inadvertently increased the number of attractive opportunities for psychopathic personalities.

The thrill-seeking nature of these entrepreneurial pretenders draws them to situations where a lot is happening. Being consummate rule-breakers, they find the flexibility of these flatter companies and lack of formal rules to their liking.

"When dramatic organizational change is added to the normal levels of job insecurity, personality clashes and political batting, the resulting chaotic milieu provides both the necessary stimulation and sufficient cover for psychopathic behaviour," Prof. Hare and Mr. Babiak write.

While Nicole Kidman was preparing for her role as a psychopathic deviant in the 1993 thriller Malice, she requested a private meeting with Prof. Hare. She wanted to let the audience know, early in the film, that she was not the sweet, warm person she appeared to be. He gave her a spooky scenario to practise.

"You are walking down the street and come across an accident," he told her. "A young child has been struck by a car and is lying in a pool of blood.

"You walk up to the accident site, look briefly at the child, and then focus on the grief-stricken mother. After a few minutes of careful scrutiny, you walk back to your apartment, go into the bathroom, stand in front of the mirror and practise mimicking the facial expressions and body language of the mother."

The psychopath's understanding of emotion is purely intellectual. They can understand sadness, fear, guilt and regret on a cognitive level, but because of a genetic deficiency, often influenced by social environments, the feelings are missing.

This hollow core is the key element that differentiates the corporate psychopath from your typical Machiavellian. It is a systemic way of being, in all aspects of life.

"We're not talking about somebody like Jimmy Pattison, one of our very tough entrepreneurs," Prof. Hare says. "He takes a tough stand at work, but he's not psychopathic. There are a lot of Machiavellian people who can adopt a given persona in a business environment, but have a good family life and genuinely love their family and friends."

But because some organizations seek people who can make hard decisions, keep their emotions in check and remain cool under fire, it makes it that much easier for the real deal to con his way into an organization, cultivate the pawns and patrons that can assist his ascent, outflank those who could stop him and wrest control.

The difference between a genuinely strong leader and the corporate psychopath is that the latter has no conscience or concern for anyone but himself. He will use his influence to abuse the trust of colleagues, manipulate supervisors and cut a swath of destruction through the workplace.

Public-relations director John Lute, of Toronto's Lute & Company, is reluctant to label anyone a psychopath, but he says he has been bitten by these sorts of snakes before. "You certainly see a lot of guys who think that they're smarter than anybody else and it's a real problem," he says.

There was one incident about five years ago that still burns. "He was certainly clever," Mr. Lute says of the snake. "He believed that everybody was stupider than he was. The basic rules of human behaviour didn't really apply to him, especially when he was dealing with inferiors.

"He screwed up on one project and pinned it on me. It did permanent damage to my relationship with the CEO. I had to move on and write it off."

And the snake? Is he still with the company? "Oh, yeah," Mr. Lute chuckles ruefully.

Is the modern corporation psychopathic in its very nature? The Corporation, the award-winning Canadian documentary, has suggested that it is.

The film even uses an interview with Prof. Hare to bolster its position that the "institutional embodiment of laissez-faire capitalism fully meets the diagnostic criteria of a psychopath."

Dysfunctional as some corporations might be, however, Prof. Hare has trouble with the metaphor. "To refer to the corporation as psychopathic because of the behaviours of a carefully selected group of companies is like using the traits and behaviours of the most serious high-risk criminals to conclude that [every] criminal is a psychopath," he writes in the book.

Instead, there are routine procedures that can help detect the psychopathic saboteurs before they do too much damage -- including exhaustive background checks, rigorous auditing of expenses. But as Prof. Hare and Mr. Babiak have discovered, these checks aren't enforced nearly often enough.

In 2003, PricewaterhouseCoopers (PWC) reported that 37 per cent of 3,600 companies in 50 countries had suffered from fraudulent acts, with an average company loss of more than $2-million. (The actual average loss, Prof. Hare says, was likely much higher, because most frauds are never reported, or are written off as commercial losses.) One-quarter of the frauds recorded were committed by senior managers and executives.

Despite public outrage over the recent spate of high-profile scandals, the incidence of corporate fraud is getting worse. For the same PWC global survey last year, the percentage of fraudulent acts increased to 45 per cent.

Prof. Hare and Mr. Babiak have designed a test that may some day decrease the incidence of fraud. Their Business Scan 360, or B-Scan, is a 111-point questionnaire that can help companies detect the corporate psychopaths in their midst. It is filled out by colleagues who work not just above or alongside the suspect, but also below.

"At Enron and WorldCom, there were certainly people at the top of both cases who were aware of a lot of things that were happening," says Prof. Hare, who also advocates a more aggressive role for stockholders. "But below them, there were people who knew precisely what was going on."

Last September, federal Ethics Commissioner Bernard Shapiro shocked the country when he declared that the Liberal sponsorship scandal could be viewed as either "a triumph of entrepreneurship" (in the wake of federalism's near-defeat in the 1995 Quebec referendum) or a "triumph of theft."

The line separating virtue and vice is a thin one, not just in the corporate world, but in politics and society at large.

Prof. Hare argues that an emphasis on style over substance is moving society in a direction that makes it easier for a psychopath to express himself without incurring the wrath of the law.

Does he think things are so bad that it's becoming advantageous for people who are not psychopathic to adopt a psychopathic attitude? "Yes, I would say, definitely."

Because psychopathy is to some extent influenced by external factors, he explains,