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That is an impossible accusation, as you could be wrong (plus too honest for own good), but the person would be masking better than you as well! Anyway, persona

by loopz 6y ago

That is an impossible accusation, as you could be wrong (plus too honest for own good), but the person would be masking better than you as well! Anyway, personal traits aren't criminal. I've heard sociopaths even excuse their "eccentric inattention to others" as possibly having asperger tendencies! Most people still lack experience to even understand they are poles apart. Regarding projections, burn the "rule book". Setting up "outside" people for failure is common but not enough to distinguish. Bullying, condescending remarks, getting others to chime in. It starts with boasting about the last victim, then you're next. Only thing that can stop it is people stop tolerating abuse in their environment. USA is now "it".

ChuckMcM 6y ago
Agree with this. I also realize I wasn't clear here, so lets says you have a person A who is a sociopath talk to person B. After that interaction person A comes to person C (me in this example) and says "I don't know, they strike me as a sociopath." Now in these cases, when I've had enough interaction with Person A in other situations, to feel confident in my understanding of their challenges, and when the feedback on Person B from other sources are not reflective of that perception, and are typically hard over the other way ("this person is so empathic" kinds of things). I hypothesize that the body language of Person B was signaling to Person A that their masking was not as effective as they would have liked. The other thing I wanted to be clear about is that it isn't a judgement about them either way, people are who they are. What is important as a manager is understanding the dynamics of your team and how they perceive the world and evaluate it. One has to do that if you have any chance at all of working together effectively.
- loopz 6y ago
  If A is a bully, categorize B as possible future mark. This for very few A, B and opportunity. If A is not a conscious bully (for lack of a better term), B could be perceived as artificial, weak, blunt, out of bounds, insulting, exploitative, etc. Reaction is to push "out" and "defend", maybe "as if" leader. Introspection at A may overcome reaction, though may need reassurance from respected source (=leadership). A and B will probably never work great together, though minimal interaction can work consciously. How A and B relates defines span of real org culture (in heaven).

by loopz 6y ago

ChuckMcM 6y ago

Agree with this. I also realize I wasn't clear here, so lets says you have a person A who is a sociopath talk to person B. After that interaction person A comes to person C (me in this example) and says "I don't know, they strike me as a sociopath." Now in these cases, when I've had enough interaction with Person A in other situations, to feel confident in my understanding of their challenges, and when the feedback on Person B from other sources are not reflective of that perception, and are typically hard over the other way ("this person is so empathic" kinds of things). I hypothesize that the body language of Person B was signaling to Person A that their masking was not as effective as they would have liked. The other thing I wanted to be clear about is that it isn't a judgement about them either way, people are who they are. What is important as a manager is understanding the dynamics of your team and how they perceive the world and evaluate it. One has to do that if you have any chance at all of working together effectively.

loopz 6y ago
If A is a bully, categorize B as possible future mark. This for very few A, B and opportunity. If A is not a conscious bully (for lack of a better term), B could be perceived as artificial, weak, blunt, out of bounds, insulting, exploitative, etc. Reaction is to push "out" and "defend", maybe "as if" leader. Introspection at A may overcome reaction, though may need reassurance from respected source (=leadership). A and B will probably never work great together, though minimal interaction can work consciously. How A and B relates defines span of real org culture (in heaven).