Narcissistic Leaders and Organizations Assessment and Intervention Diane M. Langberg, PhD Philip G. Monroe, PsyD Contact Info www.dianelangberg.com info@dianelangberg.com • pmonroe@biblical.edu • www.globaltraumarecovery.org Slides download: www.wisecounsel.wordpress.com Meditation: 1 Kings 1:1-10 • King Me! ▫ Listen for characteristics of egocentric leaders ▫ How does this remind us of our own tendencies? Overview • Introduction to Narcissism and Narcissistic Personality Disorder ▫ Emerging model of personality disorders ▫ Q&A • Narcissistic Systems: Features and Impact ▫ Q&A • Working with Narcissistic Leaders: Challenges and Directions • Working with Narcissistic Systems ▫ Q&A • Concluding Thoughts Defining Characteristics • Self-absorbed • Entitled • Demanding Differences with immaturity? Current View of NPD 5 of 9 symptoms needed: • Grandiose sense of self often seen as exaggeration of achievements and abilities • Preoccupation with fantasies of unlimited success, power, brilliance and love • Believes he is special and can only be understood by others who are special • Demands excessive admiration • Entitled and expects favors and compliance • Interpersonally exploitive; uses others to achieve his ends • Lacks empathy; cannot identify with others’ feelings • Envious of others or believes they are envious of him • Arrogant, haughty, proud in behavior and attitudes Bob Filner’s “apology” Emerging Model of Pathological Personality • Connected to 5 Factory model of Personality ▫ ▫ ▫ ▫ ▫ Negative affect (v. emotional stability) Detachment (v. extraversion) Antagonism (v. agreeableness) Disinhibition (v. conscientiousness) Psychoticism (v. lucidity/reality testing) Emerging Model, con’t • 4 Core personality functions ▫ Self Identity Self-direction ▫ Interpersonal Empathy Intimacy NPD in Light of this Model • Identity: Excessive reference to others for selfdefinition; Exaggerated self appraisal • Self-direction: Goal setting based on gaining approval from others; Often unaware of own motives • Empathy: Impaired ability to recognize feelings of others; Attuned to reactions of others only as they refer to self • Intimacy: Largely superficial to serve selfesteem regulation Value of this New Model? • Compare differences ▫ Exploitive vs. Uses others to regulate self-esteem ▫ Lacks empathy vs. Attuned to others only when relevant to self Can Narcissism be Productive? • Differences? ▫ ▫ ▫ ▫ Confidence vs. egotism Visionary vs. reckless Resilient vs. impervious to criticism Goal driven vs. exploitive Crossing the Line? • Crossing the line ▫ ▫ ▫ ▫ Poor listener Lacks empathy Distaste for mentoring Intense competition Or…the Willingness to Exploit 4 Factor Model 3 Factor Model • • • • • Leadership/Authority • Grandiose Exhibitionism • Exploitive/Entitled Leadership/Authority Absorption/Self-admiration Superiority/Arrogance Exploitive/Entitled Exploitation most correlated with pathological narcissism Q&A And Their Leaders Friedman: Demands of Leaders • Expertise • Charisma These demands are problematic? Core Egocentric System Criteria • Abdicates power to leader • Abandons critical thinking • Success interpreted though leader success Is This Organization Narcissistic? • Leader Features ▫ ▫ ▫ ▫ ▫ ▫ ▫ Exudes god-like status Does not share power or glory Surrounded by “yea-sayers” Unwilling to tolerate disagreement Likely to scapegoat or pass blame Unwilling to consult with others Prone to cruel, abusive, intimidating attacks Is This Organization Narcissistic? • Organization features ▫ Constituents gain self-esteem/identity Approved way of thinking Insider status provides immeasurable value Justify dictatorial behaviors of leaders Require the taking of sides (for/against) ▫ Love of organization is highest priority No toleration for admiration for competitors ▫ Inability to assess own weaknesses ▫ Encourages spiritual abuse Collective Narcissism (Societal)? ▫ Independent of individual narcissism! • 4 Features ▫ Inflated belief in group superiority Emotional investment ▫ Requires continuous external validation Vigilant against all threat of loss of status ▫ Perceive intergroup criticism as threatening Exaggerated sensitivity to criticism ▫ Intergroup violence restores positive group image Examples? • Exaggerated in-group esteem spawns hostility • Al Qaida and OBL? • But what about the USA? For more, see: Golec de Zavala, A., Cichocka, A., & Iskra-Golec, I. (2013). Collective narcissism moderates the effect of in-group image threat on intergroup hostility. Journal Of Personality And Social Psychology, 104(6), 1019-1039. doi:10.1037/a0032215 Q&A Challenges, Opportunities, Safeguards Facing the Challenge of Counselors • Triggering defenses? • Recognizing deceptive responses • Getting caught in the system Overarching Goals • Find a way to be heard • Explore self apart from external world • Assessing/encouraging readiness for change Assessing Types of Narcissism • Overt (Grandiose) ▫ Seeking to maintain superiority • Covert (Vulnerable/Sensitive) ▫ Seeking to achieve but with fragile confidence Rohmann, E., Neumann, E., Herner, M., & Bierhoff, H. (2012). Grandiose and vulnerable narcissism: Self-construal, attachment, and love in romantic relationships. European Psychologist, 17(4), 279-290. doi:10.1027/1016-9040/a000100 How would this assessment influence your work? Assessing/Encouraging Change • Best responses when your client is at stage: ▫ Pre-contemplation? ▫ Contemplation? Building Empathy and Self-critique • Curious place to start ▫ Empathy with self! • Navigating self-evaluation ▫ What if I am not special? Organizational Consultation • Identifying organizational narratives • Identifying feared outcomes of allowing internal criticism • Developing a “both/and” approach to strengths/weaknesses evaluation Safeguards • For the organization? • For you? Concluding Thoughts