Leadership of Narcissistic-codependent Human Capital


In today’s blog, we are taking another step forward and discussing how codependents could be prey to individuals who have Narcissistic Personality Disorder or NPD. The DSM V (the diagnostic statistical manual of mental and personality disorders) describes personality disorders in general as impairments in personality or in the functioning of that person. The manual defines NPD as difficulties in dealing with their own emotions, referring to others to define their identities and regulate their self-esteem.

Here are five steps leadership can take to protect the workplace against the unproductive/toxic work environment:

  • ·         Employ some type of psychometric testing during the selection process. Many organizations use personality testing for team building and project management purposes. However, a qualified psychologist can help provide your HR with specific questions tied to personality testing that will detect codependent vs. narcissist personalities. It doesn’t mean you automatically don’t hire these personalities. It just means you take the necessary cautions to make sure after hiring, they are supported.
  • ·         In addition to a direct supervisor, design the jobs to have an internal job coach. Someone who mentors the employee for career growth but also helps problem-solve during periods of conflict. This individual will serve as a proactive role in making sure the employee feels safe and able to voice concerns and knows their performance is not tied to their feelings.
  • ·         Create a culture of no tolerance. If there is high turnover whether voluntary or involuntary under a certain supervisor, it needs to be tracked and mitigated. A Narcissist will have a tendency to undermine anyone’s efforts at the interest of keeping their job and position safe and unique. Take small hints of bullying seriously and take immediate action.
  • ·         Don’t expect a big wave if there is trouble in the waters. A codependent’s drive to please, will always keep him/her from seeing early signs or taking immediate measures to make change happen. They may tell a trusted person, but if nothing’s done, they will immediately feel defeated and give up.
  • ·         Look for clues where the narcissist may be. Gossiping, being displeased, and undermining others, complaining of others ethics or motivations, cutting in or cutting off communication are all signs of how a narcissist operates. At the immediate knowledge of this, mobilize to warn the narcissist that they are noticed.

Farnaz Namin is a private psychologist with specialties in both clinical and Industrial/ Organizational Psychology.  She is the founder of Center for Work Life (http://www.centerforworklife.com)

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