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1. Book contents
2. Red flags list
3. What you can do
4. My opinion of the book
Why companies hire psychopaths
1. some core psychopathic personality traits may contribute to success
a. pathological lying – telling you everything you want to hear instead of the truth
c. ends justify the means for sales
d. They are master manipulators – they do this since childhood and it’s the one of the skills they practice everyday
2. Second, some companies quite innocently recruit individuals with psychopathic tendencies because some hiring managers may mistakenly attribute “leadership” labels to what are, in actuality, psychopathic behaviors.
3. Third- bureaucratic organizational structure lets psychopaths thrive and hide abuse as they are nice to leaders and mean to and sabotage coworkers and underlyings.
4. Fourth, psychopathic individuals, known for ignoring rules and regulations, coupled with a talent for conning and manipulation, found these new, more flexible organization structures inviting.
The premise of this book is that psychopaths do work in modern organizations; they often are successful by most standard measures of career success; and their destructive personality characteristics are invisible to most of the people with whom they interact.
Psychopaths are without conscience and incapable of empathy, guilt, or loyalty to anyone but themselves. Sociopathy is not a formal psychiatric condition.
Many psychopaths adopt a parasitic existence, living off the generosity or gullibility of others by taking advantage of and often abusing the trust and support of friends and family.
Cause – nature and nurture
Psychopaths are masters of impression management; their insight into the psyche of others combined with a superficial—but convincing—verbal fluency allows them to change their personas skillfully as it suits the situation and their game plan.
What psychopaths do
First, they assess the value of individuals to their needs, and identify their psychological strengths and weaknesses.
Second, they manipulate the individuals (now potential victims) by feeding them carefully crafted messages, while constantly using feedback from them to build and maintain control. Not only is this an effective approach to take with most people, it also allows psychopaths to talk their way around and out of any difficulty quickly and effectively if confronted or challenged.
Third, they leave the drained and bewildered victims when they are bored or otherwise through with them.
If challenged or caught in a lie, psychopaths are not embarrassed. They simply change or elaborate on the story line to weave together all the misarranged details into a believable fabric. This fact is useful when you listen to politicians and how they handle being confronted about their lies.
The authors think overall I the long run, psychopaths would not be successful for the company
1. First, psychopaths are generalized rule breakers; rules and regulations mean little to them
2. Second, we know that psychopaths are not team players.
3. Third, psychopaths have little genuine interest in the short-or long-term goals and objectives of the organization.
4. Fourth, traditional business organizations do not offer an easy means to hide.
5. Finally, psychopaths have good work ethic
Red flags for psychopaths in organizations
1. Cannot form a coherent team
2. Can’t share knowledge
3. Treats staff differently ( some hate and love )
4. Can’t tell the truth
5. Can’t be modest
6. Never takes accountability
7. Not predictable
8. Sudden emotional outbursts with colleagues and staff ( not bosses)
1. Learn All You Can About Psychopathy
2. Avoid Labeling Someone a Psychopath
3. Learn All You Can About Yourself
4. Understand your own utility to psychopaths
5. Know your vulnerabilities
6. Know how they manipulate
7. Don’t believe first impressions
8. Deal with self-blame and doubt
9. Seek help