What leaders need to know about narcissistic rage

Are Narcissists capable of understanding the consequences of their own behaviour? This is a key question when it comes to understanding the topic of narcissism and narcissistic rage. According to a recent article on Psychology Today, this is an important concept for managers, business owners and supervisors to understand.

The article provides insight into what drives narcissistic rage – it occurs when someone with a narcissistic personality feels they have been wronged or humiliated. A narcissist may be overly sensitive to criticism or failure and take out their frustration on those around them. They may also become vengeful if they believe that someone has wronged them in some way – whether deliberately or unintentionally – and will stop at nothing to get revenge.

The article outlines how managers need to be aware of these tendencies in order to protect against toxic workplace environments. She discusses how empathy, emotional intelligence and clear communication are essential for managing relationships with employees, customers or colleagues who display narcissistic traits. One key point she makes is the need for managers to provide honest feedback without being too critical; this encourages self-reflection which can help prevent someone from reacting with extreme anger or aggression due to feelings of humiliation or shame.

Managers should also be aware of potential triggers that could cause individuals with narcissistic characteristics to react inappropriately. These triggers could include anything from criticism, seemingly small slights (real or perceived), public humiliation, feeling undermined or disrespected and so on. It’s important that managers remain mindful of these potential scenarios and strive to create a positive work environment where everyone feels respected and valued as an individual.

 

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Above all else, the article emphasises the importance of self-awareness when dealing with narcissism – both in oneself and others. To develop healthy relationships within the workplace it’s necessary for everyone involved (managers included) to recognise their own vulnerabilities and respond accordingly should any issues arise during interactions with others. By having greater awareness one can better manage conflictual situations before they escalate into something more serious such as revenge-seeking behaviour from a narcissist.

Ultimately, understanding of the behaviour and patterns of narcissism is key to creating a successful work environment for everyone. By learning about and recognising the signs of narcissistic rage, managers can more effectively manage individuals who display these behaviours. With appropriate measures in place, it’s possible to create an atmosphere where everyone feels respected and valued – even those  with narcissistic tendencies.

Find out more in the original article here: https://www.psychologytoday.com/intl/blog/think-well/201910/understanding-narcissism-and-narcissistic-rage

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

Power up your influence with stories

How do stories affect the brain? According to the article, “stories activate the brain’s pleasure centers” and “this is because when we’re engaged in a story, we’re using many of the same cognitive processes that we use when we’re actually living our lives.” In other words, stories can help you learn and make decisions. Stories allow you to see the world from different perspectives, and to understand complex concepts in a simplified way. They also help you to remember information more easily.

Stories tap into your emotions and help you make connections between events. They also give you a sense of control over your environment, which is why they’re so popular in business. Stories activate the brain’s reward system, which is responsible for motivating you to learn and explore new information. They also help you to understand and remember information more effectively than straight facts or statistics. What’s more, stories can be used to change behaviours and attitudes – a fact that’s not lost on business owners and managers.

So why are stories so effective? Our brains are wired to pay attention to stories because they are a combination of both facts and emotions. This combination helps you learn and remember information more effectively than just facts or emotions alone. In other words, stories help you see the world in a more holistic way, and this is why they are such an important tool for learning and decision making.

 

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Managers, business owners and supervisors can use stories to connect with their employees and customers because storytelling is a powerful way to engage an audience and connect with them on an emotional level. Stories can help people to understand your point of view, connect with your values and see how your company operates. They can also be used to inspire people and motivate them to take action.

If you’re looking for a way to connect with your audience and inspire them to take action, storytelling is a powerful tool that you should consider using.

Find out more in the original article here: https://www.brainfacts.org/neuroscience-in-society/the-arts-and-the-brain/2021/why-the-brain-loves-stories-030421

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

Is innovation stress burning out your team?

In our fast-paced and constantly-evolving world, it’s no wonder that innovation stress is one of the most commonly reported workplace issues. In this article, it outlines five ways to deal with innovation stress in the workplace.

The first method is to take a break. When you feel yourself becoming overwhelmed or stressed out, take a few minutes to step away from the situation and clear your head. This can help you to approach the problem with fresh eyes later on. The second suggestion is to set realistic goals. Don’t try to accomplish too much at once; instead, break down your goals into smaller, more manageable tasks. This will help to reduce stress and allow you to focus on one task at a time.

The third tip is to create a support network. When you have people who understand what you’re going through and can offer helpful advice and encouragement, it can make the journey a lot easier. Fourth, stay organised. This includes both your physical and mental space; try to keep your work area tidy and make a list of things that need to be done so that you don’t feel overwhelmed.

 

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Finally, take care of yourself both physically and mentally. Make sure you’re getting enough sleep, eat healthy foods, and take some time for yourself every day to relax and recharge. When employees feel like they’re being given the tools they need to succeed, they’re less likely to feel overwhelmed or stressed out.

By setting clear goals and expectations, you can help employees to stay focused and motivated. By encouraging creativity and risk-taking, you can help them to think outside the box and come up with new ideas. By promoting work-life balance, you can help them to maintain a healthy balance between their personal and professional lives. By building a positive team culture, you can help employees to feel supported and appreciated. And by managing stress levels effectively, you can help them to stay calm and productive under pressure.

Find out more in the original article here: https://www.europeanceo.com/business-and-management/top-5-ways-to-tackle-innovation-stress-in-the-workplace/

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

Find your strengths, find inspiration for success

Have you ever been advised to “do what you love and success will follow”? This may be more than just cliché. When you’re doing what you love, you are likely to be using your signature strengths. This means that you are not only doing what you’re good at, but you are at your happiest as well.

Positive psychologists define strengths as the things you excel at – and which energise you. Unlike skills you’ve learned or behaviours you’ve adopted, your strengths are an innate part of your psychological makeup. They make you who you are at your core.

If you want to tap into the impressive power of being strengths-focused, here are four simple steps to implement.

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Motivate your people by helping them self-motivate

All HR specialists know this: money isn’t a reward that drives superior employee engagement. The type of motivation that really sparks creativity and makes people engaged, is motivation that comes from within. Psychologists calk this ‘intrinsic motivation.’

If you’ve read Rev up your motivation in 4 steps, you know there are four basic ways to build intrinsic motivation at work:

  • Tap into the power of self-direction
  • Set approach goals, not avoidance goals
  • Align goals to signature strengths
  • Avoid focusing too extensively on reward systems

So how can HR practitioners and L&D experts put these principles into action? Here are some practical tips for enhancing motivation in your business.

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Rev up your motivation in 4 steps

Why do you do the things you do? What is it that drives your behaviour? Motivation does.

Some forms of motivation come from within. We call these drive, self-determination and vision. Other forms of motivation are external — these include pay cheques, rewards, praise and fame. Externally sourced motivation has less impact and are less likely to propel you towards success in the long-term.

When your motivation comes from within, it’s a powerful force. Psychologists call this type of motivation ‘intrinsic.’

Here are four principles you can use to boost intrinsic motivation at work.

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Real HR leaders foster growth mindsets… here’s how

How is success measured in your business? Is it assessed in terms of the results achieved? Or is the effort exerted also important? In businesses that cultivate growth mindsets, learning from mistakes and focusing on results is a measure of success. As an HR or L&D practitioner, there are many concrete steps you can take to promote growth mindsets in your organisation. Here are four to get you started.

Shift management assumptions

Examine any assumptions that managers have made about their teams. Do some managers assume that their team members cannot take on new responsibilities? Do they talk about ‘stars’ and ‘problem people’? Or do they act on the assumption that people can learn and grow continuously? Help managers shift their thinking by encouraging them to focus on employee strengths and abilities, rather than weaknesses and ‘capability gaps.’

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Your beliefs can hurt or help…it’s your choice

Have you ever wondered why some people just reach milestone after milestone in their careers – and others seem to be perpetually stuck? That’s how powerful the mind is. With the wrong mindset, you can’t learn, grow or develop new skills. But with the right mindset, the sky is the limit!

Carol Dweck, a Stanford University professor, says there are two main ways people think about their abilities: through a ‘fixed’ mindset and a ‘growth’ mindset.

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Building ‘safety’ in teams

Teams need ‘safety’ in order to work well. But how do you create it?

Psychological safety means that team members feel respected and believe they will be treated fairly by others. When teams have high levels of psychological safety, all team members feel comfortable taking risks, sharing information, challenging ideas and trying new things.

Here are three ways to build psychological safety in your team.

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Mediation: Tips for managers and supervisors

If conflict is causing chaos in your team, mediation may be the solution.

Workplace conflict affects performance and can have devastating effects on morale. Mediation – a discussion between people in conflict which is facilitated by an independent person – is often valuable in resolving issues. Here’s how to make mediation work for you at work.

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