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When I train managers as coaches I always warn them to respect the power of coaching questions and to recognize the possibility that what starts as an innocuous, business related conversation, may lead to the unveiling of a deeper issue. Coaching managers would be advised to develop at least a little insight into the signs of abnormal psychology. Consider for example, the two main types of personality disorder, Multiple Personality and Antisocial Personality Disorder.
Multiple Personality
It is increasingly being recognized that it may be possible for more than one personality to exist within the same individual. This is a fascinating area of abnormal psychology but must not be confused with schizophrenia which is about divisions within one personality.
In studying sufferers of this condition, psychologists and other observers may notice two or more distinct personalities emerging. The emergence of one of the 'alternative' personalities will be marked by obvious changes in posture, language and tone. Sometimes that alternative personalities may not be aware of the existence of each other and each can be quite different - a kind of 'good side' and 'bad side' of the same person.
It is thought that the condition arises when an individual slips into a kind of self hypnosis or fugue state perhaps to cope with a traumatic experience such a physical abuse. If this works as a source of relief, the method is used again and again until the alternative personalties become more or less fixed and capable of being summoned at will.
Thigpen and Cleckley (1954) uncovered 'Eve White,' 'Eve Black' and 'Eve Grey' within the same young lady, each with a very different personality. It is easy to see why, in less sophisticated times, sufferers would be dismissed as being possessed.
Antisocial Personality Disorder
Once called Psychopaths or Sociopaths, the distinguishing feature for sufferers of this condition is that there is little if any personal trauma. The sociopath is perfectly self-content but a danger to society as the condition is marked by an absence of morality or conscience.
Symptons include: emotional flatness and a lack of empathy, a disposition towards senseless, often violent crime and a tendency towards lying, theft and vandalism.
Treatment is very difficult; Imprisonment simply gives access to other criminals, physical punishment is counter-productive and psychotherapy usually fails to bring about the required insight. Moderate, non-institutional punishment is considered most effective.
The sociopath has provided a rich vein of source material in recent times for the writers and producers of written and filmed thrillers. The most (in)famous example being Thomas Harris's creation Dr Hannibal Lekter.
What then of the coaching manager who perhaps unwittingly uncovers signs of such issues when coaching around workload management or time keeping? Best advice would seem to be to keep to good coaching principles. Ask questions designed to raise awareness, generate responsibility and build trust then listen carefully and attentively to the responses. This is highly unlikely to make things worse and may actually do quite a lot of good.
After that, it's a question of referring the coachee to the relevant professional. For this reason I recommend that all coaching managers familiarize themselves with their organization's welfare procedure.
Matt Somers is a coaching practitioner of many years' experience. He works with a host of clients in North East England where his firm is based and throughout the UK and Europe. Matt understands that people are working with their true potential locked away. He shows how coaching provides a simple yet elegant key to this lock. His popular mini-guide "Coaching for an Easier Life" is available FREE at http://www.mattsomers.com
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