Narcissistic Stakeholder: Part 3

As I draw to the end of the three-part series on a narcissistic stakeholder, it is important to highlight the positive characteristics of narcissists, and how people can learn to leverage on their strengths.

This article also seeks to bring to light the importance of having industrial psychologists in an organisation, to assist in dealing with personalities akin to narcissistic personality disorders (NPD).

I however would like to clarify that a narcissistic stakeholder is not just someone you encounter at work. A narcissistic stakeholder can be anyone. It can be a parent, lover, child, and pastor. All these people have strengths that can be beneficial to any area they serve or work.

Narcissists are assertive and can lead and make tough decisions.  They are intelligent and are not afraid to take risks.  They are excellent orators who do not wear their emotions on their sleeves. Challenges fuel them, instead of weighing them down. They do not feel guilty when people reject their initiatives, instead they look at the bigger picture, and try to find people who will support their vision. They are self-motivated, driven, and focused. They do not allow themselves to be easily intimidated. Their charisma allows them to win over people and give them access to spaces and rooms that many can only dream of. 

All the above characteristics enable them to thrive as leaders. Their tendency for self-advocacy and self-preservation, can teach those who often put themselves last, to stand up for themselves. Narcissists are also good at networking, and “working” a room due to their grandiose personalities, a skill many can learn from, especially those who work in environments where networking is essential to their professions.

They have confidence in their abilities, which gives them the tenacity to rigorously attain their goals, even at the expense of others. They are also good at selling themselves, a skill that accelerates their professional and personal growth, which many can emulate. 

However, it is still imperative to note that these stakeholders, especially those with NPD, are quite destructive and they need assistance. This is where the role of industrial organisational (IO) psychologist comes in.

The American psychological association defines IO psychology as “the scientific study of human behaviour in the workplace. It focuses on assessing individual, group and organisational dynamics and using that research to identify solutions to problems that improve the well-being and performance of an organisation and its employees”.

Since the importance of mental health is gaining momentum, organisations need to employ more IO psychologists to enhance productivity and efficiency at the workplace, churches and other establishments. Families need to make themselves available for counselling, especially those of African descent, as there are personalities of disorders that cannot be ignored or prayed away.

In conclusion, there are many other personality disorders that affect many people. It is important that institutions, through their wellness programmes or departments, seriously start to take these conditions into consideration, as a lack of effective management can adversely affect an institution’s culture, strategy, values and efficiency. It is also worth noting that stakeholder identifying, classifying, and mapping in projects and institutions needs to factor in people who are dealing with certain disorders.

*Morna Ikosa is a Senior Corporate Communications and Brand Reputation Strategist, CPRP, MA, AKA Fixer. To connect, send her a shout-out at This email address is being protected from spambots. You need JavaScript enabled to view it. or find her on LinkedIn.

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Last modified on Friday, 26 May 2023 19:17

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