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Luke Broomhall

Forensic Psychologist

Broomhall Young Psychology

30th July 2014

About Luke Broomhall Masters in Forensic Psychology

Published research: “Acquired Sociopathy: Executive Dysfunction in Violent Offenders”

Manager, Psychological Stress Claims Allianz Insurance

Trained in Long Bay Jail – Violence Unit

Senior Psych, DCS SA, Yatala, AWP

Director Broomhall Young Psychology 2006

Callington & Quorn murder cases

Organisational consulting; SAPOL, Families SA, DECD; managing problematic behaviours & personalities

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Learning Outcomes Psychopathy vs Sociopathy

Prevalence in general

Psychopathy in the Workplace

How do they operate?

Why do they thrive?

Costs to Organisations

Impact on individuals

How we can manage

What to look for in recruitment

Case Study: “John”

Callous, lack of empathy, superficial charm, grandiose

Parasitic, impulsive, irresponsible, promiscuous, versatility, early history

No social ties, not interested in people (except what they could do for him)

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Case Study – “Frank” Manipulative

Grandiose: good talker

Rude - Belligerent

Cunning

Lack of empathy

Lack of remorse

Psychopathy, Sociopathy, ASPD DSM 5 (2013) classifies Sociopathy &

Psychopathy under “Anti-Personality Disorders

All three have been used interchangeably in the past, & share common characteristics:

A disregard for laws and social mores

A disregard for the rights of others

A failure to feel remorse or guilt

A tendency to display violent behaviour

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Sociopathy Nervous and easily agitated

Volatile and prone to emotional outbursts

Likely to be uneducated and live on the fringes of society

No regard for society in general or its rules

Crimes committed by a sociopath haphazard and spontaneous – unplanned

More acquired than genetic (generally)

Psychopathy Unable to form emotional attachments or feel

real empathy with others

Often have disarming or even charming personalities.

Psychopaths are very manipulative and can easily gain people’s trust.

They learn to mimic emotions, despite their inability to actually feel them, and will appear normal to unsuspecting people.

Psychopaths are often well educated and hold steady jobs.

Unlike their sociopathic counterparts, psychopathic criminals are cool, calm, and meticulous.

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Psychopathy – Factor 1 1 Glibness/superficial charm

2 Grandiose sense of self-worth

3 Need for stimulation/proneness to boredom

4 Pathological lying

5 Cunning/manipulative

6 Lack of remorse or guilt

7 Shallow affect [i.e. superficial experience and expression of emotions]

8 Callous/lack of empathy

Psychopathy – Factor 2 9 Parasitic lifestyle 10 Poor behavioural controls 11 Promiscuous sexual behaviour 12 Early behaviour problems 13 Lack of realistic long-term

goals 14 Impulsivity

15 Irresponsibility

16 Failure to accept responsibility for own actions

17 Many short term marital relationships

18 Juvenile delinquency

19 Revocation of conditional release

20 Criminal versatility

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They’re everywhere!

Psychopathy can only be diagnosed in adults (>18 years)

Approx 1%-3% of adult males estimated to be psychopaths.

0.5%-1% of adult females estimated to be psychopaths.

Approx 15% of prison population

Surely Psychopaths are in jail? Babiak & Hare 2006 “Snakes in Suits – when

Psychopaths go to work”

We tend to think of psychopathy as the province of criminals, not in a boardroom

Studies suggest a figure of anywhere from 3% to 20% in the workplace

Most settle around 3% - 5%

Although higher levels in certain professions:

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Not saying all.... Politics

Law

Medicine

Entertainment

Military/Law Enforcement

How do they thrive in business? Psychopaths may be charismatic, charming, and

adept at manipulating one-on-one interactions.

In a corporation, one’s ability to advance is determined largely by a person’s ability to favourably impress his or her direct manager.

Can be mistaken for vision or confidence and the ability to “perform” convincingly in one-on-one settings – are also qualities that help one get ahead in the business world.

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• True Psychopaths flourish in society because most of them actually have the skill to avoid prison.

• Both criminal and managerial psychopaths are detrimental to others' well being.

• Managerial psychopaths are inclined to employ verbal brutality, deception, and emotional abuse and ploys to ruin people's lives.

• Psychopaths in leadership positions ingratiate themselves with people of higher status; continue to prey on “nice” victims who will not jeopardize their positions; take credit for others’ work; and brilliantly use fear and sympathy to confuse others.

How did this happen? That is particularly the case in organisations that

appreciate impression management, corporate gamesmanship, risk taking, coolness under pressure, domination, assertiveness and extreme competitiveness.

Part of the reason why an increasing number of psychopaths have been drawn into leadership positions in the corporate world is its shift to short term thinking

Organisations have increasingly focused on shorter-term results for shareholders/stakeholders & whatever it takes to get succeed, no matter the cost to people and the environment.

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The Organisational Psychopath The organisational psychopath derives

gratification from psychologically destroying people.

The objective is to move up the corporate ladder at any cost; the manipulation and suffering of co-workers is a bonus.

Workplace Behaviour Manipulative (Organisational Level)

Unethical

Intolerant

Unpredictable

Easily Bored

Parasitic

Undependable

Bullying (not necessarily confined to work)

Seek increased power and control in company

Create conflict between organization members

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Interpersonal Behaviour Manipulative (interpersonal level)

Deceitful

Devious

No responsibility taken for own actions

Intimidating

Charming / Superficial

Emotional/Behavioural Hallmarks Unfeeling

Conscienceless

Grandiose / Self Important

Egocentric / Narcissistic

Shallow Affect

Pathological Lying (duping delight)

Marital problems

Sexual promiscuity

Impulsive

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How do they operate? Create disharmony between co-workers and

managers

Endear self to upper management by resolving seemingly intractable situations created by the psychopath themselves.

Spread disinformation about rivals within the company. Usually indirectly: gossip, misinformation

Portray self in most favourable way. Network with senior management,

impression management based upon falsely created persona (e.g crows/power, golf, cars, whatever they perceive they are into)

Openly like manager, covertly destroy manager’s reputation with their manager.

Promotion and supervision of former colleagues.

Administrative / psychological destruction of former co-workers for threat elimination.

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Financial costs They may generate sales/work in the short term

But cant deliver in the long term: words v actions

Create and add to the burden of occupational psychological injury/mental health issues

Which costs organisations huge amounts:

It is estimated that mental health conditions have a substantial impact on Australian workplaces - approximately $11 billion per year. This comprises $4.7 billion in absenteeism, $6.1 billion in presenteeism and $146 million in compensation claims

ROI $2.3o for every $1 spent on positive mental health

**PWC/Beyond Blue 2014

So Bullies are Psychopaths?

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Many are work specific Leadership style of control/micromanage

Rules and order

Poor verbal communication skills

Insecurity in their position

Justice issues:

They believe the person has ‘broken the rules’ (usually their rules)

Therefore they justify their behaviour

Impact Like PTSD – without Criterion A

Avoidance

Arousal

Intrusions

Plus:

Lowered self confidence

Sleep disturbance

Decreased Memory/Concentration

Increased risk for maladaptive coping responses

Irritability/Anger

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RESEARCH ON IMPACT

How do employees respond?

Gradual awareness that something was wrong.

Process of recognition and labelling emerged over multiple incidents.

All reported significant distress, including depression, anxiety, physical complaints, etc.

General reluctance to inform supervisors that there was a problem and to file a formal complaint.

Why?

Targets wanted to deal with the problem themselves.

Person was in a position of power and influence.

No complaint channels available.

Perception that reporting could affect future career opportunities.

Perception that their supervisor and the organisation would not support them in the complaint process.

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And Organisational factors: Factors which allow Psychopaths to flourish:

Job insecurity;

Restructuring or downsizing;

Changes such as a new manager/ procedures

Inadequate supervision;

Change in ownership;

Introduction of new technology;

Inappropriate initiation practices;

Inadequate support or training;

Poor previous modelling from managers

How do we manage a Psychopath?

Can they be cured?

Can empathy be taught?

Managing really depends on the individual make-up of the psychopath

Impaired learned fear responses mean Psychopaths don’t learn from:

Social punishment or

Physical punishment

But do respond to deprivation of positive reinforcement

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Unmask, Corral & Control Inform senior managers & HR

Seek support of staff/managers

Get everything in writing

Follow up on deliverables

Monitor performance

Check information

Reward positive behaviours (like training...)

Protect & Train Staff who are vulnerable need support

Information & education:

Resilience

Positive mental health

Bullying & Harassment

Team building & team resilience

Employee Assistance Programs/ Manager Support

Specific Coaching and Leadership Development

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Recruitment: 3 ideas (Babiak & Hare 2006)

Internal Succession Planning

Years, not hours to study an individual

Verified, tangible results

Talk is easy: behavioural interviewing. Examples. Verifiable accomplishments

Ethical & Moral Character

Difficult in an interview; try to glean as much as possible from moral compass and value system.

In recruitment phase Most don’t screen for Psychopathy very

well

Some standard recruitment Psychometric evaluations are falsifiable

Resumes can be made up

Charming, confident and interview is a core skill

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But.. Trained experts in the field can easily

pick up traits of Psychopathy at interview

And a range of Psychometric measures exist which screen Psychopathic traits

For further information & support 1300 277 924

www.broomhallyoung.com.au

120 Rundle st Kent Town