Organisational Disruptors
(Including Dark Personalities, Narcissists, Emotional Abusers, Toxic Leaders, Bullies, Corporate Psychopaths)
Organisational disruptors or human predators may be found in any roles, positions, levels or professions. They are more drawn to roles where they may assert control and dominance, however this is not universal.
Human predators have brain differences of the pre-frontal cortex and amygdala. They are motivated completely differently to the rest of the population. They are motivated by control, sadism, sexual boundarylessness, exploitation, disadvantaging and harming others, and promoting their own interests at the cost of others. They are like different species.
Human predators pose enormous risk to organisations and yet not a single recruitment screening tool to date is remotely useful in screening for them. The reasons for this are discussed in Dr Mitchell’s book, Human Predators. They account for upward of 10% of the population, upward of 15% in roles that have a level of control or power.
In senior roles, predators often shape workplace environments through fear, manipulation, and calculated self-preservation. They frequently rely on intimidation, creating a climate in which employees feel unsafe to question or challenge them.Their expectations of others are typically unrealistic, and they may place people in situations that compromise their wellbeing or safety. They may openly berate, undermine, demean, and humiliate others. The level of abuse can be exceptional, even of very senior people.
Dark personalities obsess over people they target. In a workplace, group, team, community or other kind of organisation, it may be an obsession with destroying a person they envy, whose job they want, or who might have exposed some fault in them. They may just decide to target someone for sport. There is a dark, predatory quality to the obsession, even where a dark personality may seem normal or be well respected in society. The time, energy, and thought that human predators put into destroying others and remaining unaccountable is substantial.
Most people who have written about workplace bullying are not familiar with the depth of sadism, manipulation, and exploitation exhibited by a dark personality. Dark personalities are around 10% of the population and upward of 15% in roles that offer control.
What makes the Kalmor Institute a World Leader in Organisational Disruptors, Emotional Abusers and Toxic Leaders?
The Kalmor Institute has developed and patented a cutting-edge representation of dangerous, high-risk people based on the most comprehensive study of dark personalities ever undertaken.
The Persistent Predatory Personality model is the most comprehensive, nuanced framework of the shared traits of and tactics used by corporate psychopaths and toxic people to control, manipulate, deceive, exploit and harm.
We ‘see’ through the ‘mask’ to the often-subtle signs in individuals who have high potential to compromise human performance, reputation and brand, cultural integrity and financial outcomes.
Our deep and extensive experience at C Suite-level internationally means we know how to work with people at all levels, including executives.
We are experienced in both forensic and non-forensic contexts. We understand how to work with strategies regarding a wide range of human behaviours.
Our extensive experience in the culture change area means we understand and work effectively with complex organisational dynamics, personal agendas, cultural drivers and the odd curve ball.
What Can Be done to Prevent Harm From Organisational Disruptors?
There is a raft of ways that harm from dark personalities in organisations can be prevented.
Some are presented below.
It is crucial to understand the many obvious red flags of dark personalities in organisations. These are outlined in detail in Dr Mitchell’s groundbreaking book, Human Predators. Once you understand the red flags it will be MUCH easier to ‘see’ predators, those that assert coercive control. It is impossible to ‘unsee’ the red flags.
It is also crucial to do research. Predators are convincing. They will woo you, mesmerize you, compel you to believe them. They will present fiction as fact, convince you night is day and you will be genuinely convinced. It is only in the research of another person that you will truly find clarity and safety. Most people in organisations do not do effective research regards people they employ.
In organisations and communities there are ways to test for predators.
When we suspect a predator or we are being targeted by a predators, there are many tactics that can be used to prevent further harm and reduce ongoing risk. We discuss these in our training programs.
Contact us
If you have any questions or would like to know more please contact the Kalmor team.
Patent and copyright.
Our programs are patented and the proprietary material of the Kalmor Institute, based on the most comprehensive study ever undertaken of all the fields of study researching dark personalities.
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