Female Psychopathic Traits
Psychopathic behaviour is always measured on a continuum, meaning a person can exhibit low-level traits without meeting the full criteria or have some traits but not others. The more traits a person exhibits, the more dangerous their behaviour, regardless of the setting. From an Organisational Psychopathy perspective, this can determine whether a workplace functions efficiently or barely at all. Additionally, the term ‘Organisational Psychopath’ is descriptive, not a diagnosis. It refers to a collection of traits that, when embedded in organisational structures, can cause harm with minimal accountability.
Leading clinicians in the field, such as Dr Robert Hare (Psychopathy Checklist Revised or PCL-R) and Dr Clive Boddy (Psychopathic Measure – Management Research Version 2), have identified key criteria used in diagnosing psychopathy. Both Hare and Boddy based their scales on the work of Dr Hervey Cleckley, who wrote “The Mask of Sanity” in the 1940s after observing a pattern of psychopathic behaviours in a clinical setting.
In everyday settings, understanding behaviour can help clarify the overarching impact at work and at home. Below are 12 keywords (by Dr Fiona Girkin) related to observable behaviour that reflect established psychopathic scales. This is not a test or a validated scale, but it can help you to know what behaviours to look for to assist you in recognising psychopathic behaviour in women.
Positive first impression
Engaging
Definition: She gives a positive first impression, appears friendly and approachable, and seems comfortable in social settings.
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Calm and compossed
Impenetrable
Definition: She remains calm and composed in stressful situations that would unsettle most people, showing no signs of anxiety or worry, unless it is part of a bigger manipulation tactic.
Convincing liar
Deceptive
Definition: She’s a convincing liar who appears honest. When exposed, she almost effortlessly convinces others that her lies are real.
Breaks promises and steals credit
Exploitative
Definition: She often breaks promises, deceives, seduces, and abandons others. Skilled in office politics, she frequently takes credit for others' achievements. If she believes she can avoid consequences, she might resort to theft, forgery, adultery, or fraud.
Selfish and self-centred
Egocentric
Definition: She is selfish and self-centred, unable to care for others altruistically, and can only discuss love from an intellectual perspective. She shows no regard for her colleagues' feelings or circumstances. Yet, she can switch on empathy when needed to manipulate and control others.
Blames others and deflects responsibility
Remorseless
Definition: She refuses to accept responsibility for poor behaviour and instead blames others for failures she herself caused. If she admits any fault, she does so without shame or remorse. She prioritises her career advancement over her colleagues'.
Narcisstic and emotionally fake
Shallow
Definition: She cares more about herself and her appearance to others than about their feelings. She can't truly feel emotions and remains unaffected by others' problems unless they benefit her.
Doesn't respond to kindness
Detached
Definition: She doesn't respond to kindness or trust. She might give superficial reactions but doesn't genuinely appreciate what others do for her. She's indifferent to others' feelings and can openly mock them.
Unprodictable and undependable
Irresponsible
Definition: She initially appears dependable but might later behave unpredictably, showing a lack of responsibility and disregard for her commitments to others.
Avoids responsibility
Deflective
Definition: She blames others for her problems, providing detailed, nuanced explanations. She avoids taking responsibility, even when faced with dishonest or immoral circumstances that might normally cause others to despair or feel shame.
Uses social tactics to harm
Relationally Aggressive
Definition: She indirectly harms others through social tactics such as gossip, exclusion, spreading rumours, backstabbing, or weaponizing confidences to damage reputations, isolate individuals, or weaken team cohesion. Her covert aggression often replaces overt hostility, allowing her to seem likeable while causing long-term damage to relationships.
Uses vengence and retaliation
Retaliatory
Definition: When faced with challenges, exposure, or rejection, she often responds with career sabotage, spreading false information to regain control, prevent future threats, and seek revenge. This deliberate and disproportionate retaliation persists, increasing organisational risks as she attempts to ruin credibility without remorse.
