Narcissistic Behavior at Work: IV

Narcissistic behavior at work is far more then merely annoying. For those subjected to it, the behavior is so maddening and angrifying that it can set up ripples of abusive behavior at work and at home. Some people respond by finding jobs elsewhere if they can. If they can afford to leave the organization without first finding alternative employment, many do. As a reminder, the behaviors and attitudes typically regarded as narcissistic are these:

• Expresses exaggerated self-importance
• Preoccupied with superiority fantasies
• Believes that he or she is special and that only special people or institutions can fully appreciate that specialness
• Constantly demands attention and admiration from others
• Expects and demands favorable treatment
• Exploits others for personal ends
• Displays ruthless disregard for the feelings of others
• Envies others or believes that others envy him or her
• Is off-the-charts arrogant

For convenience in this series, I've been referring to the person exhibiting narcissistic behaviors and attitudes as either Nick or Nora. This week, it's Nick.

Let's now have a closer look at the fourth item above: constant demands for attention and admiration. To satisfy Nick, attention and admiration need not be sincere, but they must be plentiful, overt, and unambiguous. A parade every morning, complete with confetti, would almost be enough.

Illustrations

When the team accomplishes something significant, it's Nick who claims to have provided the critical insights, whether he did or not. Assignment to a task force isn't enough for him. He demands designation as Task Force Lead. And when the team reaches an important milestone, a celebration isn't enough for Nick. He demands that star performers — by which he means himself — be recognized.

In ordinary Responses to narcissistic demands
for attention and admiration need
not be sincere, but they must be
plentiful, overt, and unambiguousconversation, Nick dominates. Unless he senses that he's doing most of the talking, he ups his game until he's certain that he is. And when he talks, he talks about his projects, his successes, and his opinions. He feels no obligation to ask, "And what do you think about it?" or, "And how have you been?"

Description

People experience narcissistic demands for attention and admiration as expressions of Nick's insecurity about his superiority and specialness, which, of course, they are. But they're much more than that. Nick's demands serve to elicit behaviors in others that satisfy his deep need for validating his superiority fantasies. Attention and admiration also help Nick gauge the effectiveness of all of his other tactics. And by arranging for others to pay attention to him and express their admiration for him, Nick might actually consolidate his position of superiority and specialness, in two ways.

First, there are only so many hours in a day that can be devoted to lavishing attention on — or expressing admiration for — individuals in any given group. By taking up as much of the available time as possible, Nick prevents the spotlight from lingering on anyone else. To Nick, the metric of success is spotlight-minutes. He must acquire more of those than anyone else.

Second, let me offer a speculation. When others express admiration for Nick, the act itself increases the degree to which they admire him. This happens even if they're lying only to placate him. This phenomenon, if it's real, would work in a way analogous to the way smiling makes us happy. [Layton 2009]

Narcissistic demands for attention and admiration are sometimes indirect or difficult to identify. For example, in a tactic known as backdoor bragging Nick boasts about his own talents or accomplishments by concealing the boast in a subordinate clause. Or in a discussion of difficulties in some task that's underway, he'll mention his success in accomplishing something similar but unrelated, as if he's offering a helpful suggestion, when he and everyone else recognizes that he's doing no such thing. In these examples, Nick chooses to interpret the silence of his audience as concurrence.

Organizational risks

Narcissistic demands for attention and admiration can be satisfied only if they exceed — sometimes dramatically — what would normally be provided on the basis of Nick's talent or performance. Unfairness is inevitable. That unfairness triggers Nick's co-workers' experiencing jealousy, frustration, and anger. These feelings are fuel for toxic conflict. Moreover, because some people are angry, the conflict need not involve Nick directly. Conflict can erupt anywhere. The general atmosphere in the group becomes extremely unpleasant. Absenteeism rises. Some people head for the exits.

The most significant effects on work quality are likely to involve decisions in which Nick plays a role. Because he so dominates discussions, and so energetically pursues credit for anything of value, some participants become more inclined to hold back, asking themselves, "What's the point of trying?" This form of withholding is one kind of futility effect.} When the organization relies for decision quality on people who choose not to contribute at expected levels, decision quality suffers. [Brenner 2015.2]

Coping tactics

As Nick's supervisor, or as a team leader of Nick's team, you've probably tried the usual interventions that are so effective when ordinary misbehavior is afoot. Sadly, they don't work so well with narcissistic behaviors. But those standard interventions might have alerted Nick to the fact that you've noticed his narcissistic behavior, and he might have become more adept at using his tactics outside your awareness. In this way, he continues to affect the team or group, even though it might appear to you that he has "cleaned up his act." You might then conclude — mistakenly — that someone or something else is causing the troubles in the team. Beware. Pay closer attention.

As Nick's co-worker, recognize that there isn't much you can do to convince him to be less demanding and more respectful of others. Attend to your own responses. Anger and frustration are understandable and not very helpful. Be certain that you don't bring them home with you after work. Find someone to talk to about the situation: a spouse, a significant other, clergy, counselor, or therapist. If management continues to tolerate Nick, find a way to put distance between you and him.

Next time, I'll examine narcissistic demands for favorable treatment.   First issue in this series    Next issue in this series   Top    Next Issue

Is every other day a tense, anxious, angry misery as you watch people around you, who couldn't even think their way through a game of Jacks, win at workplace politics and steal the credit and glory for just about everyone's best work including yours? Read 303 Secrets of Workplace Politics, filled with tips and techniques for succeeding in workplace politics. More info

Footnotes

Your comments are welcome

About Point Lookout

Thank you for reading this article. I hope you enjoyed it and found it useful, and that you'll consider recommending it to a friend.

This article in its entirety was written by a human being. No machine intelligence was involved in any way.

Point Lookout is a free weekly email newsletter. Browse the archive of past issues. Subscribe for free.

Support Point Lookout by joining the Friends of Point Lookout, as an individual or as an organization.

Do you face a complex interpersonal situation? Send it in, anonymously if you like, and I'll give you my two cents.

Related articles

More articles on Workplace Politics:

Unethical Coordination

When an internal department or an external vendor is charged with managing information about a large project, a conflict of interest can develop. That conflict presents opportunities for unethical behavior. What's the nature of that conflict, and what ethical breaches can occur?

Columbo Strategy

A late 20th-century television detective named Columbo had a unique approach to cracking murder cases. His method is just as effective at work when the less powerful must deal with the powerful.

Appearance Anti-patterns: II

When we make decisions based on appearance we risk making errors. We create hostile work environments, disappoint our customers, and create inefficient processes. Maintaining congruence between the appearance and the substance of things can help.

Recapping One-on-One Meetings

Some short one-on-one meetings produce important decisions without third-party witnesses. Instead of relying on fickle memory to capture these results, send a recap by email immediately afterwards. Recaps improve decisions and make them more durable.

Self-Importance and Conversational Narcissism at Work: I

Conversational narcissism is a set of behaviors that participants use to focus the exchange on their own self-interest rather than the shared objective. This post emphasizes the role of these behaviors in advancing the participant's sense of self-importance.

See also Workplace Politics and Workplace Politics for more related articles.

Forthcoming issues of Point Lookout

Coming September 4: Beating the Layoffs: I

If you work in an organization likely to conduct layoffs soon, keep in mind that exiting voluntarily before the layoffs can carry significant advantages. Here are some that relate to self-esteem, financial anxiety, and future employment. Available here and by RSS on September 4.

And on September 11: Beating the Layoffs: II

If you work in an organization likely to conduct layoffs soon, keep in mind that exiting voluntarily can carry advantages. Here are some advantages that relate to collegial relationships, future interviews, health, and severance packages. Available here and by RSS on September 11.

Coaching services

I offer email and telephone coaching at both corporate and individual rates. Contact Rick for details at rbrenyrWpTxHuyCrjZbUpner@ChacnoFNuSyWlVzCaGfooCanyon.com or (650) 787-6475, or toll-free in the continental US at (866) 378-5470.

Get the ebook!

Past issues of Point Lookout are available in six ebooks:

• Get 2001-2 in Geese Don't Land on Twigs (PDF, )
• Get 2003-4 in Why Dogs Wag (PDF, )
• Get 2005-6 in Loopy Things We Do (PDF, )
• Get 2007-8 in Things We Believe That Maybe Aren't So True (PDF, )
• Get 2009-10 in The Questions Not Asked (PDF, )
• Get all of the first twelve years (2001-2012) in The Collected Issues of Point Lookout (PDF, )

Are you a writer, editor or publisher on deadline? Are you looking for an article that will get people talking and get compliments flying your way? You can have 500-1000 words in your inbox in one hour. License any article from this Web site. More info