Leader Psychopath, Fear or Abundance

He wanted to know and understand the details of why post-acquisition, we weren’t going to use the acquiring company’s systems and technologies immediately for business. He was screaming and yelling and saying that “I imagine your head being cut off right now.” The answer to his question was very simple. The acquiring company did not have a specific system in place for this unique business. The same person is known for extreme and unique behavior that would not be acceptable given any other role other than CEO.

In public facing and well-known positions, we can see people like Mr. Trump demonstrate behaviors that are inconsistent with what most would deem as normal. One might believe this is rare but there may be something more to it. Some studies indicate that senior leaders are many times more likely to be psychopaths than in the overall population.

1. Leadership roles attract individuals with psychopathic traits: Positions of power and influence can be attractive to individuals with psychopathic traits, such as boldness, fearlessness, and a focus on self-interest.
2. Certain psychopathic traits can be beneficial in business: Traits like charm, confidence, and ruthlessness can sometimes be advantageous in the cutthroat world of business.
3. The corporate environment can enable psychopathic behavior: In some cases, the pressure to deliver results can lead to a “win at all costs” mentality, which can enable or even reward psychopathic behavior.

Let’s look at this topic that’s as intriguing as it is complex: the psychopathic leader. I’ll also address fearful leadership and the concept of leading with abundance. As always, skip around if you like, ask yourself questions and think about it.

If a person has no fear, tethers or restrictions or believes themselves to be above others, what is the result? What of the possibilities?

Do you see or hear of people in the news that behave this way? World leaders maybe?

Psychopathy, in its clinical sense, is a personality disorder characterized by persistent antisocial behavior, impaired empathy and remorse, and bold, disinhibited, and egotistical traits. In a leadership context, these traits can manifest as ruthlessness, charisma, fearlessness, and a laser-like focus on self-interest.

Such leaders can create an environment of fear, where power is wielded like a weapon and employees are seen as pawns in a game of corporate chess. This fear-based leadership can stifle creativity, breed mistrust, and lead to a toxic work culture.

But here’s where it gets interesting. Some argue that certain psychopathic traits, when tempered with emotional intelligence and ethical standards, can contribute to effective leadership. Boldness can drive innovation. Fearlessness can inspire courage in the face of adversity. Charisma can rally teams towards a common goal.

These people we call leaders may be good for the bottom and top line but are they good for society?

Leading from Fear

Fear-driven leadership is a common phenomenon, especially in high-stakes environments. Leaders may operate from a place of fear due to a variety of reasons: fear of failure, fear of losing control, fear of being seen as weak, or even fear of the unknown.

This fear can manifest in various ways. Some leaders may become overly controlling, micromanaging every detail in an attempt to mitigate risk. Others may avoid making tough decisions or taking necessary risks, leading to stagnation and missed opportunities. In extreme cases, fear can lead to a toxic work environment characterized by high stress, low morale, and burnout.

However, it’s important to note that fear, in and of itself, is not inherently bad. Fear can be a powerful motivator and a catalyst for change. It can push us out of our comfort zones and force us to confront the challenges that stand in our way. The key is how we manage and respond to that fear.

Great leaders are those who can acknowledge their fears without letting them dictate their actions. They understand that courage is not the absence of fear, but the ability to move forward in spite of it. They foster a culture of psychological safety, where team members feel safe to take risks, make mistakes, and voice their opinions without fear of retribution.

I am more afraid of leaders who live in fear because they may position themselves as being with you while leaving you to fend for yourself the first sign of trouble.

A psychopath may present themselves with these traits:

Fearful leaders, also known as fear-based leaders, often exhibit the following traits:

1. Avoidance of Risk: Fearful leaders tend to avoid taking risks due to the fear of failure. They may stick to tried-and-true methods rather than exploring new strategies or ideas.
2. Micromanagement: Fearful leaders often feel the need to control every detail and decision, leaving little room for team members to take initiative or demonstrate their capabilities.
3. Resistance to Change: They may resist change and prefer to maintain the status quo, even when change could lead to improvement or growth.
4. Lack of Transparency: Fearful leaders might withhold information or avoid open communication because they fear losing control or authority.
5. Overemphasis on Negative Feedback: They may focus excessively on mistakes or problems, creating a culture of fear and discouragement rather than one of learning and development.
6. Insecurity: Fearful leaders often feel threatened by the success or competence of their team members, which can lead to a lack of support or even sabotage.
7. Indecisiveness: They may struggle to make decisions due to fear of making the wrong choice, which can lead to delays and missed opportunities.

These leadership traits are exhausting for followers. One of the main reasons it is exhausting is because followers may not know that fearful leaders are fearful until they (followers) suffer consequences.

Followers also may not understand the depth to which a person’s fear holds them (leaders) from performing.

How does one become a fearful leader? How do these people land senior roles if they are full of fear?

Abundance

Abundance is not just about wealth or resources; it’s a mindset, a belief in the limitless potential of individuals and teams. An abundance-oriented leader focuses on growth, collaboration, and shared success. They foster an environment where ideas flow freely, where each success is celebrated, and failures are seen as opportunities for learning and growth.

I’ve seen this type of leadership with servant-oriented leaders who have either a lot of experience with life and death or have very little to lose in regard to life and possessions. I’ll submit that abundance is a state of mind not how much a person has. There are plenty of people in the world that have a full cup but would still be happy to steal from you.

There are people who are empty vessels, they just consume the world, they are black holes who need endless validation through any means necessary to feed their hunger. How do we counter these people?

My answer is that we counter them with love, kindness and an abundance-based mindset servant leader approach.

A few thoughts in practice:

How can you cultivate an abundance mindset?

• Encourage open communication and embrace diverse perspectives.
• Reframe failures as learning opportunities and conduct post-mortems to identify areas for improvement. –> you want
• Give Others Credit: Abundant leaders care little about taking credit for themselves. They acknowledge and appreciate the contributions of others, celebrating both small and big wins.
• Ask for Input: Abundant leaders actively seek input from their team members. They recognize that good ideas can come from anyone and encourage open communication.
• Extend Trust: Trust is essential in an abundant leadership approach. These leaders trust their team members to make decisions and take ownership of their work.
• Coach Others: Abundant leaders invest time in coaching and developing their team. They see growth opportunities in every interaction and actively support others’ development.
• Share Ideas: Rather than hoarding knowledge, abundant leaders freely share insights, best practices, and innovative ideas with their team.
• Connect People: These leaders facilitate connections within the organization. They introduce team members to relevant contacts, fostering collaboration and networking.
• Meet Unspoken Needs: Abundant leaders pay attention to unexpressed needs. They anticipate what their team requires and proactively address those needs.
• Listen More: Abundant leaders actively listen to their team members. They seek to understand perspectives, concerns, and aspirations, creating a supportive environment.

A Question of What to Do IF and When

This is the most difficult part of my post because it involves tough life choices. In my experience, leaving a toxic environment is healthy but hard. Even with experience, it can be very difficult to make the decision and as I like to say, “press the button” and leave. Oh yeah, I may have forgotten that part. If you are in a bad environment there is a good chance that you won’t change it. This means, you have to think about what is next for you or change your perspective about where you are. I know many people who have decided to abandon their whole selves at work. Some of the new language is “quiet quitting.”

Generally speaking, unless someone does something illegal, things are going to be shitty if they are consistently shitty. I mean, that is the truth. A good friend of mine started in a senior advisor role for a position I needed to fill. He attended one meeting, heard the way the CIO was talking to her staff, called her and said, “see ya” and later called me and said, “I couldn’t work with her.” He saw the signs, made the call and moved on. It worked out! In fact, he is very happy with what he is doing today. That same toxic leader CIO type has people who have left in droves and people living in fear serving her every whim. She doesn’t need for anything as a person, but she still acts like a narcissistic maniac asshole consumed with what she wants for herself. Hey, that is the truth. The question that one has to ask themselves is what will they choose to do if and when this situation happens to them? Do I stay? Do I go? Can I change the situation?

To be clear, I am not telling you what to do. I am asking you to ask yourself how can you live your best life? Also, look for the signs so that you can be informed and make the best decisions for yourself and your family.

Call to Action: “What are your thoughts on the psychopathic leader? Have you encountered one yourself? Share your experiences in the comments below!” What do you think?