{"id":599,"date":"2013-11-22T14:57:55","date_gmt":"2013-11-22T14:57:55","guid":{"rendered":"http:\/\/carolinegourlay.wordpress.com\/?p=164"},"modified":"2020-08-28T15:19:53","modified_gmt":"2020-08-28T15:19:53","slug":"can-psychology-predict-who-will-go-off-the-rails","status":"publish","type":"post","link":"https:\/\/www.carolinegourlay.co.uk\/can-psychology-predict-who-will-go-off-the-rails\/","title":{"rendered":"Can psychology predict who will go off the rails?"},"content":{"rendered":"

So the former chairman of the UK\u2019s leading ethical bank has been revealed as having an illegal drug habit and a colourful private life not entirely in-keeping with his image as an upstanding member of the community and man of the church. Naturally questions have been asked<\/a> about just what kind of assessment or vetting process the Co-Op and the Financial Services Authority put him through prior to approving his appointment. My guess is that the \u201crigorous interview\u201d didn\u2019t involve a psychologist.<\/p>\n

Now I\u2019m not suggesting that a psychologist could \u2013 or even should \u2013 identify criminal, or other \u2018undesirable\u2019, activity (offensive tweeting, political extremism, gambling addiction) in someone\u2019s private life.\u00a0 If a person\u2019s public reputation is really critical, then rigorous background checks and references would seem to be called for.\u00a0 But what an in-depth psychological profiling exercise can do is highlight risk factors in people\u2019s personalities and identify who might be in danger of going off the rails.<\/p>\n

A journey to the dark side<\/b><\/p>\n

There is now over a decade\u2019s worth of solid research into the \u2018shadow side\u2019<\/a> of personality \u2013 that\u2019s the bit that drives us to do things which are irrational, unhelpful or risky. When we\u2019re too stressed, tired, complacent or drunk to keep up a socially acceptable fa\u00e7ade, the mask slips and the less attractive bits of our personalities emerge. Some people have a little bit lurking in their shadow side, some have a lot; a few have nothing at all. But what does the shadow side actually look like?<\/p>\n

People\u2019s shadow sides are often their strengths taken too far, which can make it difficult for people to recognise that their behaviour is inappropriate. After all, they\u2019re just doing what they do well. Robert Hogan<\/a>, who pioneered this work, identified 11 shadow side tendencies, grouped into three clusters, describing how people respond to others under pressure.<\/p>\n

Moving towards<\/b><\/p>\n

First there are the \u2018moving towards\u2019 types. They are diligent and loyal, good corporate citizens who don\u2019t rock the boat. Under pressure, however, they turn to others for reassurance, guidance and permission. They may be cautious about acting independently and concerned about getting everything just right. These people don\u2019t so much go off the rails as grind to a halt, where they risk being steam-rollered by more ruthless, competitive colleagues.<\/p>\n

Moving away<\/b><\/p>\n

Then there are \u2018moving away\u2019 types. People with these characteristics are independent, shrewd and objective but under pressure they move away from people, either literally or emotionally. They\u2019re not supportive of colleagues in a crisis and may be uncommunicative and stubborn. They may be suspicious for no real reason or drop people whom they believe have let them down. They often get a reputation for being difficult to work with but, to stretch this metaphor, they don\u2019t so much go off the rails as disappear off the train.<\/p>\n

Moving against<\/b><\/p>\n

For a really spectacular derailment, we generally need to turn to the third category \u2013 the \u2018moving against\u2019 types. These are bold, competitive risk takers. Often charismatic or charming, they generally make a fantastic first impression, so they do well in job interviews.\"IMG_2549\"<\/a> Under pressure, however, they will do whatever it takes to regain control of the situation. If charm, flattery and persuasion don\u2019t do the trick, then they may resort to manipulation, bullying or \u2018bending\u2019 the truth. They may over-reach themselves \u2013 perhaps applying to run a bank despite having no banking experience \u2013 or take breath-taking risks. \u2018Corporate psychopaths\u2019<\/a> fit into this category*, as do arrogant narcissists who are never wrong and take the credit for others\u2019 work and vivacious attention-seekers for whom everything is always about them.<\/p>\n

I\u2019m sure it won\u2019t surprise you to learn that there are more \u2018moving against\u2019 types near the top of organisations because their good points \u2013 influencing skills, confidence, appetite for risk \u2013 are exactly what organisations look for in senior executives. But as Oliver James described in his recent book on office politics<\/a>, they can create a toxic environment.<\/p>\n

Identifying risky personalities<\/b><\/p>\n

So in, for example, a recruitment situation, how do you know if you\u2019re dealing with a dangerous maverick? Naturally, I\u2019m going to suggest that psychological profiling will give you a much better understanding of the person you\u2019re interviewing. It\u2019s not just a question of putting someone through a test; it\u2019s knowing how to ask the right questions about the results of that test to find out how and when these risky behaviours might play out \u2013 such as the guy with very strong \u2018moving away\u2019 tendencies who told me his resignation from his previous organisation (admittedly under some provocation) had involved him telling the CEO precisely where to stick his job and then slamming the phone down. I\u2019m not sure he\u2019d mentioned that to the head hunter.<\/p>\n

The limits of profiling <\/b><\/p>\n

So returning to the Rev Flowers, could I have identified that he (allegedly) had an appetite for cocaine and rent boys. No, I couldn\u2019t. If you want to know about reputation, do your due diligence.\u00a0 And if you fancy asking interview candidates about their sexual behaviour or drug habits, may I introduce you to a good employment tribunal lawyer<\/a>. \u00a0But could I have told you there were risk factors in his personality which might play out in unpredictable ways, perhaps necessitating more background checks? Well, obviously I have never seen his profile, so can only speculate. But despite having little appetite for risk, I\u2019d be willing to bet good money that I could.<\/p>\n

If you\u2019d like to talk about taking some of the risk out of selection for key appointments in your organisation, do get in touch: caroline@carolinegourlay.co.uk<\/a><\/p>\n

*Disclaimer \u2013 by no means all people with \u2018moving against\u2019 tendencies are psychopaths. But 1% of the population have psychopathic tendencies and they are certainly not all in Broadmoor.<\/p>\n

Added Feb 2014<\/strong><\/span> – well, well, well. It seems I may have been wrong in my opening assertion and some form of psychometric assessment was used in the selection of Paul Flowers.\u00a0 I’m guessing it didn’t include a shadow side profile. Whatever was used doesn’t seem to have been put together with his apparently erratic career history and anything which might have been revealed by reference checking to create a cohesive picture of his risk profile.\u00a0 We don’t actually know what kind of psychometrics were used or how, but that hasn’t stopped the press having a field day with headlines like ‘Passed the test but failed in his job’, much of which was staggeringly ill-informed. Click here <\/a>to see my response to this.<\/p>\n

carolinegourlay.co.uk<\/p>\n

Photo credits:<\/p>\n

Siddharth vishwanathan<\/a><\/p>\n

kalavinka<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

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