When you think of a psychopath, images of a serial killer are often a first reaction.  Perhaps characters such as Hannibal Lecter from Silence of the Lambs or Patrick Bateman from American Psycho come to mind.  But the vast majority of individuals that have psychopathic personality traits are nothing like the characters portrayed in the movies and are encountered in everyday life, including in the workplace.

Some of the major differences that set apart psychopaths from the rest of the general population, is that they are typically profiled as individuals that do not have a conscience regarding their conduct.  They have a complete inability to feel remorse and empathy, experience genuine human emotion, and attachment.   This allows them to become master manipulators.  They enjoy controlling people and they come across as charming and good communicators as they ruthlessly pursue their own agendas. 

These traits can make the organizational psychopath successful in business and attracts them to roles that give them power over others. Psychopaths often get readily promoted due to their polish, charm, and their ability to manipulate and bully.

It is estimated that approximately 1% of the population meets the criteria.  But studies have indicated that the rate rises to 3-4% among business leaders and is more common at higher levels in the organization.

So, what specifically defines psychopathic behavior?  The standard is the Hare Psychopathy Checklist that was created by psychologist Robert Hare.  While not all psychopathic traits on that list are discernable in the workplace, below are some of the traits:

• Glib and superficial charm
• Grandiose (exaggeratedly high) estimation of self
• Need for stimulation
• Pathological lying
• Cunning and manipulativeness
• Lack of remorse or guilt
• Shallow affect (superficial emotional responsiveness)
• Callousness and lack of empathy
• Poor behavioral controls
• Lack of realistic long-term goals
• Impulsivity
• Irresponsibility
• Failure to accept responsibility for own actions

According to The Great British Psychopath Survey, the top 10 roles that attract psychopaths are:

• CEO
• Lawyer
• Media (TV/Radio)
• Salesperson
• Surgeon
• Journalist
• Police Officer
• Clergyperson
• Chef
• Civil Servant

So, while psychopaths are only a small percentage of the population, the odds are that most individuals have probably encountered an organizational psychopath at some point in their career.  According to an article published by Psychology Today, some of the strategies for interacting with an individual with these traits include:

• Don’t act intimidated – Psychopaths often try to manipulate and control the situation.  Stand your ground in an assertive behavior and report any harassment or bullying behavior. Studies have shown there is a strong correlation between psychopathy and bullying behavior.
  
  
• Stay calm – Psychopaths enjoy being able to manipulate the emotions of others.  Having strong reactions and losing your cool gives psychopaths power over you.  Do your best to present yourself in a controlled and fact-based manner.
   
• Refuse to buy into their stories – Psychopaths often try to blame others.  Don’t get distracted by their reports of being the victim.
   
• Turn the conversation back on them – When the psychopath tries to blame others, try to turn the conversation back to them.

When it comes to the best way to manage psychopathic behavior in the workplace the best practice is to avoid hiring that type of personality to begin with.  Employers need to do their due diligence in the interviewing process with probing behavioral based interviewing questions and conduct thorough background and reference checks.

Some of the signs to be aware of in an interview include inconsistencies with the resume, an inability to describe the personal qualities of former supervisors or co-workers, or ordinary achievements described as monumental.  Employers should ask applicants to name a mistake that they made, ask for details and how it impacted co-workers.  Psychopaths will often struggle trying to come up with details and to describe the feelings of others.

When it comes to diagnosing a psychopath, that needs to be left up to the professionals.  In the meantime, while the percentages of psychopaths are small, they are toxic and can do great damage to workplace culture.  Companies that reward honesty, encourage whistleblowing, and have strong HR departments that can help to investigate bullying behavior can limit the harm that a psychopath can cause.

Sources: EHS Today October 7, 2013, Psychology Today 8/4/2017, Business Insider 11/28/2017, Inc. 11 Signs You are Working with a Psychopath