Can narcissistic leaders be a threat to DEI efforts?

Recently, I conducted a leadership development training and posed a question to the audience. The question evoked some subtle but audible “oooohs and ahhhhs” from the participants. It was clear these leaders were wrestling with this phenomenon in the workplace, whether it was them or others. The question was:

“Can a narcissistic leader derail or improve equity and inclusion efforts?

It is clear that a narcissistic leader has several negative characteristics, but they do have some positives. Whether it is you who may be a narcissistic leader (although you may not admit it) or you are led by one, we have to understand where this type of leader can fit in with DEI efforts. Afterall, it’s all about being inclusive in our organizations.

Let’s first take a look at the strengths:

Great visionaries

A narcissistic leader is great at seeing the big picture because it is natural to them. They see things differently. Instead of seeing what’s there, they can see what’s not there and cast a vision for it. However, don’t ask this type of leader to build strategies around their vision or analyze the data to help make informed decisions. This is not a strength for them.    

Skilled orators  

This leader has a way with words. For example, if you need to raise money, you want this person speaking on behalf of your organization. They are creative and influential when communicating and can move people into action. They are self-confident and persuasive when speaking and will attract the attention of others which leads to the next strength.

Can attract followers

Because they are visionaries and can naturally get people to follow and believe in them, attracting followers is easy for them. They are very charismatic and charming and use their words to influence and energize scores of followers.

Now let’s address some of the negative characteristics:

Lack of Empathy

This one is kind of interesting. From a business perspective, it could actually be a strength. A narcissistic leader is typically the one who finds it easier to enact essential changes within an organization when the time calls for it. For example, this type of leader will sell or acquire businesses quicker than other leadership styles in spite of them knowing it will upset employees. However, from a DEI perspective, a lack of empathy is not a good characteristic to have because you are tasked with valuing, caring about, listening to, and embracing how people feel. The narcissistic leader may see DEI as too emotional for them and something they are not interested in. In DEI trainings, you may find them to be more reserved and quiet when asked to share feelings and emotions.

Sensitive to Criticism and feedback

Be careful approaching this type of leader with constructive criticism and feedback. While  empathy for others is not a strong characteristic of this style of leadership, they also have trouble recognizing their own feelings. They do not appreciate or accept someone else expressing criticism and feedback, especially if it’s negative. This type of leader will get offended and will fight back if someone approaches them with negative criticism and feedback because they see it as harmful to their self-image.

A sense of entitlement and superiority

Equity and inclusion are about collaboration, teamwork, and effectiveness. A narcissistic leader can be domineering and controlling in conversations and engagements with employees and others. This is the anthesis of equity and inclusion and is bad for organizational culture. They tend to use their position to dominant conversations and they are not the best listeners in group settings.

In conclusion…

If you are a narcissistic leader or you work for one, there is hope! It’s worth repeating, since we are talking about diversity, equity, and inclusion, that there is a place for everyone at the organization. A narcissistic leader could cast the vision but they should not be leading the DEI initiatives. Eventually, the DEI initiatives will become more self-centered for this leader rather than inclusive for all. This leader will want to take credit for it at the expense of others and cast the illusion of how well their organization is doing with DEI to outsiders, while insiders are stifled and frustrated with the efforts.

If you want to see if you are a narcissistic leader, I would recommend you examine the following:

• Relationships – Are you using people to make yourself look better or actually investing in them? Do you avoid criticism and accountability by surrounding yourself with people that will agree with everything you say? Are you serving others or being served?

• Social media – Are you promoting others or yourself (to an extreme)? Are you only engaged with social media to make yourself look good? Have you tried to be real about your feelings in posts?

• Leading others – Do you put the spotlight on your employees? If someone offers your feedback or criticism, how do you react? Do you like to compete or compare yourself with others?

While this is a short list of questions, it can get you moving in a healthy direction while working on DEI initiatives in your organization. Remember, you are a part of the team and have different talents, skills, and gifts that are needed, and so do the others on the team.