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.
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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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