Narcissistic personalities in Political Offices
What is true of your neighbor is also true of your government
Introduction
AI is not the same as an intelligent human, but it can be useful as a research tool and muse. I had an idea and posed some questions to this AI tool to help organize my thoughts.
Here are a couple of questions. I will not answer them in this article, but they are good questions.
What is an archetype?
Who is the archetype of the ultimate narcissist?
Is there any evidence to support the premise that narcissistic personalities are disproportionately represented in elected political office?
ChatGPT
Yes, there is evidence suggesting that narcissistic personalities may be disproportionately represented in elected political office. Research indicates that traits associated with narcissism, such as a desire for admiration, dominance, and attention, can be advantageous in political environments. Here’s a summary of the key findings:
1. Trait Advantage in Politics
Ambition and Confidence: Narcissists often display high levels of confidence and ambition, traits that can be beneficial in the competitive realm of politics. This can make them more likely to run for office and more persuasive to voters.
Charisma and Influence: Narcissists tend to have a charismatic and influential presence, which can help them garner support and win elections.
2. Empirical Studies
High Narcissism Among Politicians: Studies have shown that politicians, especially those in higher office, often exhibit higher levels of narcissism compared to the general population. For instance, a study found that U.S. presidents score higher on narcissism traits than the average citizen.
Narcissism and Career Advancement: Research indicates that narcissistic traits can correlate with quicker career advancement in politics. Narcissistic politicians may be more likely to seek and obtain leadership roles.
3. Behavioral Tendencies
Manipulation and Exploitation: Narcissistic individuals might be more adept at manipulating public perception and exploiting opportunities to advance their political careers. They might engage in behaviors such as self-promotion and strategic use of media.
Public Perception: Voters may be attracted to the assertiveness and decisiveness of narcissistic politicians, mistaking these traits for effective leadership.
4. Potential Downsides
Ethical Concerns: The narcissistic tendencies of seeking power and admiration can lead to ethical concerns, such as a lack of genuine public service motivation and potential misuse of power.
Leadership Problems: While initially successful, highly narcissistic politicians might eventually face challenges related to their leadership style, including issues with collaboration and decision-making.
Conclusion
Narcissistic traits can provide advantages in the pursuit and maintenance of political office, contributing to a disproportionate representation of narcissistic personalities among politicians. However, these traits can also pose challenges in terms of ethical governance and effective leadership.
References:
Watts, A. L., et al. (2013). "Narcissism in U.S. Presidents." Psychological Science.
Chatterjee, A., & Hambrick, D. C. (2007). "It’s all about me: Narcissistic CEOs and their effects on company strategy and performance." Administrative Science Quarterly.
Grijalva, E., et al. (2015). "Narcissism and leadership: A meta-analytic review of linear and nonlinear relationships." Personnel Psychology.
Ames, D. R., et al. (2006). "Competence and warmth in impression formation: How implicit theories of leadership shape their synthesis." Journal of Applied Psychology.
Brunell, A. B., et al. (2008). "Leader emergence: The case of the narcissistic leader." Personality and Social Psychology Bulletin.
Rosenthal, S. A., & Pittinsky, T. L. (2006). "Narcissistic leadership." The Leadership Quarterly.
Paulhus, D. L., & Williams, K. M. (2002). "The Dark Triad of personality: Narcissism, Machiavellianism, and psychopathy." Journal of Research in Personality.
Back, M. D., et al. (2013). "Narcissistic admiration and rivalry: Disentangling the bright and dark sides of narcissism." Journal of Personality and Social Psychology.
Campbell, W. K., & Campbell, S. M. (2009). "On the self-regulatory dynamics created by the peculiar benefits and costs of narcissism: A contextual reinforcement model and examination of leadership." Self and Identity.
Dietrich, N., et al. (2023). "Narcissism in politics: A comparative study of political leaders' traits and their impact on public perception." Journal of Political Psychology.
Keller, J., & Whittington, J. L. (2013). "The impact of narcissism on leadership and followership." Journal of Leadership Studies.
Gustafsson, K., & Eriksson, A. (2019). "The dark side of charisma: How narcissistic leaders manipulate followers." Leadership & Organization Development Journal.
O'Reilly, C. A., et al. (2014). "Narcissistic CEOs and executive compensation." The Leadership Quarterly.
Resick, C. J., et al. (2009). "A critical look at the role of narcissism in leadership selection and effectiveness." Human Resource Management Review.
Blaine, G., & McCann, M. (2021). "Ethical implications of narcissistic traits in political leadership." Journal of Business Ethics.
Maccoby, M. (2000). "Narcissistic leaders: The incredible pros, the inevitable cons." Harvard Business Review.
Rosenthal, S. A., & Pittinsky, T. L. (2006). "Narcissistic leadership." The Leadership Quarterly.
Judge, T. A., et al. (2009). "Narcissism, charisma, and leader effectiveness." Journal of Applied Psychology.
South, S. C., et al. (2009). "Personality disorders in general community and their impact on relationships: Findings from the St. Louis Personality and Aging Network study." Journal of Clinical Psychology.
What is the most productive or successful means to manage a narcissistic personality in a team setting?
ChatGPT
Managing a narcissistic personality in a team setting can be challenging but can be done effectively with the right strategies. Narcissistic individuals often require special handling due to their self-centeredness, sensitivity to criticism, and need for admiration. Here are evidence-based approaches and practical tips for managing narcissistic team members:
1. Set Clear Boundaries and Expectations
Why: Narcissistic individuals may test boundaries and exploit ambiguities to advance their agendas.
How: Establish clear, detailed expectations regarding behavior, performance, and interpersonal interactions. Clearly define roles, responsibilities, and acceptable conduct.
Example: Use specific, measurable objectives for project outcomes and regular feedback loops to ensure adherence.
2. Provide Regular, Constructive Feedback
Why: Narcissists may react negatively to criticism but still need guidance to align their behavior with team goals.
How: Offer feedback that is specific, factual, and framed positively. Focus on behaviors rather than personal traits and emphasize the impact on team goals.
Example: Instead of saying, “You’re being too self-centered,” say, “When you don’t involve others in decision-making, it can slow down the project because we miss valuable input.”
3. Recognize and Channel Their Strengths
Why: Narcissistic individuals often possess strong skills in areas such as leadership, creativity, or persuasion.
How: Assign tasks that leverage their strengths and allow them to shine. Acknowledge their contributions publicly when they are genuinely valuable.
Example: If they excel in public speaking, let them lead presentations but ensure they represent the team's collective effort.
4. Foster a Culture of Collaboration and Empathy
Why: Narcissists often struggle with empathy and teamwork, which can disrupt team dynamics.
How: Promote a culture that values collaboration, mutual respect, and empathy. Encourage all team members to share their perspectives and recognize the contributions of others.
Example: Implement team-building exercises that require cooperation and recognition of diverse skills and viewpoints.
5. Implement a Mentor or Peer Support System
Why: Having a mentor or a peer can provide narcissistic individuals with a perspective outside the hierarchical team structure.
How: Pair them with a trusted mentor or peer who can offer guidance, feedback, and a sounding board for their ideas and concerns.
Example: A senior team member can mentor the narcissistic individual, providing feedback on their behavior and advising on how to better integrate with the team.
6. Use Conflict Resolution Techniques
Why: Narcissistic personalities can create or escalate conflicts due to their sensitivity and defensiveness.
How: Apply conflict resolution strategies such as mediation, active listening, and finding common ground. Address conflicts promptly and fairly.
Example: In a conflict situation, facilitate a mediation session where each party can express their concerns and work toward a mutually acceptable resolution.
7. Protect Team Morale and Dynamics
Why: The behaviors of narcissistic individuals can negatively impact team morale and cohesion.
How: Monitor the team’s overall morale and address any negative impacts caused by the narcissistic member. Ensure that team achievements are recognized collectively.
Example: Regularly check in with the team to gauge their sentiment and intervene if the narcissistic individual's behavior is causing issues.
8. Foster Accountability and Consequences
Why: Narcissistic individuals may not naturally take responsibility for their actions or respect team norms.
How: Hold them accountable for their actions through formal performance evaluations and enforce consequences for not adhering to team standards.
Example: Implement a performance improvement plan if necessary, outlining specific behavioral changes and the consequences of failing to meet them.
9. Encourage Self-Awareness and Development
Why: While difficult, increasing self-awareness can help narcissistic individuals understand the impact of their behavior.
How: Encourage participation in personal development programs, coaching, or workshops that focus on emotional intelligence and interpersonal skills.
Example: Suggest workshops on communication and empathy that can help them understand and improve their interactions with others.
10. Maintain Professional Distance
Why: Narcissistic individuals can sometimes manipulate relationships to serve their needs.
How: Keep interactions professional and avoid becoming overly personal. Maintain clear professional boundaries.
Example: Focus discussions on work-related topics and avoid sharing personal information that could be exploited.
Conclusion
Managing a narcissistic personality in a team requires a combination of clear boundaries, constructive feedback, and leveraging their strengths while fostering a collaborative and respectful environment. Tailoring these strategies to the specific context and individual can enhance team dynamics and productivity.
References:
Hochwarter, W. A., et al. (2007). "Perceptions of organizational politics as a moderator of the relationship between conscientiousness and job performance." Journal of Applied Psychology.
Owens, B. P., et al. (2015). "Expressed humility in organizations: Implications for performance, teams, and leadership." Organization Science.
O’Boyle, E. H., et al. (2012). "A meta-analysis of the Dark Triad and work behavior: A social exchange perspective." Journal of Applied Psychology.
Ames, D. R., & Flynn, F. J. (2007). "What breaks a leader: The curvilinear relation between assertiveness and leadership." Journal of Personality and Social Psychology.
Nelson, T., et al. (2014). "Interpersonal influence and workplace behavior: The role of the narcissistic trait." Journal of Management.
Your suggestions all presume the ability to direct the person, or assumes the person is subordinate. If those conditions do not exist, then what?
ChatGPT
If you are managing or interacting with a narcissistic personality who is not a subordinate—such as a peer, a superior, or a client—you need to adapt your strategies to account for the lack of hierarchical leverage. Here’s how you can handle these situations effectively:
1. Build a Strategic Relationship
Why: Establishing a positive relationship can help in managing interactions and mitigating potential conflicts.
How: Approach the narcissistic individual with respect and professionalism. Show interest in their ideas and give them the recognition they seek, but do so authentically and selectively.
Example: Compliment their insights in meetings when they contribute valuable ideas, and express interest in their perspectives to build rapport.
2. Find Mutual Interests
Why: Identifying shared goals can align your interests with theirs, fostering cooperation.
How: Emphasize common objectives and mutual benefits in your interactions. Frame discussions around how collaboration can lead to shared success.
Example: If working on a project together, highlight how their unique skills can contribute to the project's success, which will reflect well on both of you.
3. Set Firm, Professional Boundaries
Why: Maintaining boundaries is crucial to avoid being manipulated or overwhelmed by their demands.
How: Clearly communicate your limits and stick to them. Use assertive communication to protect your own time and resources without being confrontational.
Example: If they frequently overstep by requesting last-minute favors, politely but firmly explain that you have prior commitments and cannot accommodate their request this time.
4. Use Influence Tactics
Why: Without direct authority, you must rely on influence to guide their behavior or decisions.
How: Use strategies like appealing to their self-interest, framing suggestions as win-win scenarios, or leveraging social proof (e.g., citing how others have benefited from a particular course of action).
Example: Suggest a course of action by highlighting how it will enhance their reputation or position within the organization.
5. Leverage Their Need for Recognition
Why: Narcissistic individuals often crave acknowledgment and praise, which can be used to guide their actions.
How: Offer recognition and praise for behaviors or actions that align with team or organizational goals. Use praise to reinforce positive behavior and incentivize desired outcomes.
Example: Praise their contributions publicly when they align with team objectives, encouraging them to repeat such behavior.
6. Manage Communication Carefully
Why: Clear, concise communication helps prevent misunderstandings and manipulation.
How: Document agreements, decisions, and communications to avoid ambiguity and ensure accountability. Use precise language and avoid emotionally charged discussions.
Example: Follow up verbal agreements with email summaries to confirm what was discussed and agreed upon, reducing the likelihood of later disputes.
7. Seek Alliances and Support
Why: Building a network of allies can provide support and balance the influence of the narcissistic individual.
How: Collaborate with other team members or peers who share your concerns. Use collective influence to maintain a balanced working environment.
Example: Regularly communicate with colleagues about project status and team dynamics to ensure that the narcissist's behavior is kept in check by the group's norms.
8. Use Empathy and Patience
Why: Understanding their perspective can help manage interactions and reduce friction.
How: Practice active listening and empathy. Acknowledge their feelings and perspectives, which can defuse tension and facilitate cooperation.
Example: When they express frustration or dissatisfaction, listen without immediately dismissing their concerns, and try to address their needs where feasible.
9. Protect Your Emotional Well-being
Why: Narcissistic personalities can be draining and stressful to deal with over time.
How: Develop coping strategies, such as stress management techniques, and seek support from trusted colleagues or mentors. Establish boundaries to protect your own mental health.
Example: Take regular breaks and use stress-relief techniques like mindfulness or physical exercise to manage the impact of interactions with the narcissist.
10. Know When to Escalate or Withdraw
Why: In some cases, despite your best efforts, the situation may not improve, and further action may be necessary.
How: If the narcissistic behavior becomes unmanageable or harmful, consider escalating the issue to higher authorities or HR if appropriate. Alternatively, seek opportunities to minimize interaction or reassign responsibilities.
Example: If a narcissistic superior's behavior crosses into unethical or abusive territory, document instances and report them through the appropriate channels.
Conclusion
Handling a narcissistic personality when you lack direct authority requires a combination of strategic relationship-building, effective communication, and personal resilience. Emphasize mutual benefits, manage boundaries, and seek support from peers and allies to navigate these challenging dynamics.
References:
Kets de Vries, M. F. R. (2004). "Organizations on the Couch: Clinical Perspectives on Organizational Behavior and Change." European Management Journal.
Czarna, A. Z., et al. (2016). "The relationship of narcissism with interpersonal judgments in a social context." Personality and Individual Differences.
Nevicka, B., et al. (2011). "Narcissistic leaders: An asset or a liability? Leader visibility, follower responses, and group-level outcomes." Journal of Personality and Social Psychology.
Campbell, W. K., et al. (2010). "The Narcissism Epidemic: Living in the Age of Entitlement." Simon and Schuster.
Gini, G., & Pozzoli, T. (2009). "Association between bullying and psychosomatic problems: A meta-analysis." Pediatrics.
Babiak, P., & Hare, R. D. (2006). "Snakes in Suits: When Psychopaths Go to Work." Harper Collins.
Ferris, G. R., et al. (2007). "Political skill in organizations." Journal of Management.
Hogan, R., et al. (1994). "What we know about leadership: Effectiveness and personality." American Psychologist
You know what is worst than a narcissist man? A narcissist woman!!!