Power, pride, and peril: Managing narcissists in the workplace

“I alone can fix it.” With these words, Donald Trump, accepting the Republican nomination in 2016, positioned himself not merely as a candidate but as the singular solution to America's challenges. This declaration epitomizes a leadership style characterized by supreme self-confidence and an unwavering belief in personal infallibility. Such traits are emblematic of narcissistic leaders who, in times of uncertainty, often ascend to positions of power.  

Figures like Trump and the former Italian prime minister, Silvio Berlusconi, who famously said, “There is no one on the world stage who can compete with me”, exemplify this phenomenon, where assertiveness and charisma can overshadow collaboration and humility.  

This pattern is not limited to politics; in business settings, people showing narcissist boss traits frequently rise to leadership positions, especially when organizations seek decisive guidance in the midst of chaos.

We seem to be in an era tailor-made for the narcissist. But how did we get here—and more importantly, how do we manage the consequences? 

When charisma meets chaos

Narcissistic leaders tend to thrive in uncertain times. A paper by Esade’s Yuqi Liu, Laura Guillén and François Collet, found that people naturally seek strong, decisive leadership in periods of instability. Narcissists, who project confidence and dominance, are most appealing in these circumstances. Research shows that narcissists display traits like assertiveness, ambition, and fearlessness—qualities typically associated with traditional leadership models. 

Narcissists often embody what organisational psychology calls ‘agency’: they seem driven, powerful, and confident. This helps them climb the ladder quickly. But there’s a conundrum; the same traits that help narcissists gain power often undermine the very teams they are supposed to lead. A narcissistic leader’s arrogance, hostility, and contempt often evoke subordinates’ frustration and inferior team performance. 

The dark triad and a perfect storm

Narcissism is part of the so-called ‘dark triad’ of personality traits—along with Machiavellianism and psychopathy. Together, these traits describe individuals who are manipulative, ruthless, and lacking in empathy. And yet, organisations and societies under pressure can unwittingly reward these exact characteristics. 

According to Laura Guillén’s research, crises—whether economic, political, or cultural—can pave the way for leaders who are more immersed in their own status rather than concerned with the collective good. These leaders thrive in uncertainty, exploiting destabilization to help them achieve their own agendas. 

At a societal level, narcissist political leaders may even challenge broader ethical norms. Guillén writes that political attacks on diversity, equity, and inclusion (DEI) initiatives can legitimise self-serving behaviour in organisations. In these environments, the most aggressive personalities rise, ethical decision-making erodes, and only the loudest voices overpower others. We have already seen how the Trump administration’s rollback on DEI initiatives has caused businesses even as powerful as Amazon to renege on DEI promises when hiring.  

In the corporate world, businesses such as Enron and Lehman Brothers failed partially due to a toxic corporate culture comprised of powerful, aggressive and selfish individuals. Company bosses who emulate narcissistic political leaders by accepting a dominance-driven style, eventually extinguish ethical decision-making, accountability and ultimately, the long-term stability of their organization. 

When narcissistic bosses act like a volcano

For those on the ground, working under a narcissistic leader is often like living near an active volcano. "Their presence is imposing, generates movement, and radiates energy," says Marga Martí Ripoll, associate professor at Esade. "But if their limits are not contained, they can erupt and devastate their environment."

Signs of a narcissist at work

What is a narcissist like at work? This pattern is usually recognizable by a series of recurring behaviors. A narcissistic boss seeks constant admiration, dominates conversations, and resists criticism. They tend to take credit for others’ achievements, treat disagreement as a personal attack, and may become more aggressive when questioned. The signs of a narcissist at work also include an apparent self-confidence that, beneath the surface, masks a fragile ego driven by insecurity and fear of rejection.

So what can employees and organisations do?

How to deal with a narcissist boss 

When it comes to how to handle a narcissist at work, studies advise against both avoidance and direct confrontation. Some employees search for how to shut down a narcissist at work, hoping to silence a domineering colleague once and for all, but experts caution that this rarely works and often escalates the conflict. The key is to channel their traits in a productive way while protecting the team's mental well-being. 

Martí Ripoll recommends three important tactics: 

• Set clear boundaries: Narcissists will test limits. Define roles and expectations early, keep communication focused on facts, and avoid emotional triggers. “If a boundary is negotiated,” she says, “it ceases to be a boundary.”
• Channel ambition through teamwork: Give narcissistic leaders opportunities to shine in ways that benefit the group. Let them lead presentations, but involve the whole team in preparation to share success.
• Protect team morale: When narcissistic leaders belittle others, morale plummets. Leaders and HR professionals must step in to acknowledge collective efforts and prevent toxic dynamics. “Tolerating an overflowing volcano is not prudence,” warns Martí Ripoll. “It’s negligence.” 

Antonio Núñez, senior partner at Parangon Partners and specialist in leadership and corporate governance, adds: "A smart leader knows that even the most complex traits can be channeled positively. If narcissists are presented with challenges where they can shine without harming the team, their energy becomes an asset instead of a source of conflict."

How to handle a narcissistic coworker

Knowing how to handle a narcissist at work means, first and foremost, not feeding their constant need for validation. Experts recommend keeping interactions professional and brief, documenting agreements in writing, and avoiding direct competition for recognition.

Building alliances with other coworkers and cultivating trusting relationships outside the narcissist’s sphere of influence also helps maintain balance within the team.

Leadership in a new light

In a world increasingly drawn to bold, unapologetic personalities, narcissistic leadership may not just be a passing trend—it may reflect deeper shifts in how we define power, success, and influence. 

Organisations must remain vigilant. While a narcissistic leader might drive short-term gains and generate excitement with their pomp and glory, the long-term impact on culture, ethics, and team cohesion can be deeply damaging. Those being guided by a narcissist would do well to remember that their “I alone can fix it” belief is flawed.  

Authentic leadership is not just a matter of self-confidence, visibility, and charisma but of balance between agency and communion, ambition and empathy. And in the end, it may be those who can navigate both sides of that equation who will lead not only effectively but sustainably.
Frequently asked questions about narcissists at work

What are the signs of a narcissist at work? 

A narcissist at work is characterized by a constant need for admiration, difficulty accepting criticism, and a tendency to take credit for collective achievements. They project an image of confidence and competence that can be appealing in contexts of uncertainty, but it creates dysfunction when the team needs collaboration, transparency, and shared responsibility.

How can you spot a narcissist at work early on? 

Learning how to spot a narcissist at work means paying attention to patterns rather than isolated moments, who consistently dominates conversations, deflects accountability, and reacts to feedback as a personal attack. The most reliable narcissist boss traits appear over time, charisma that fades into hostility whenever their status feels threatened. 

How can you work with a narcissist without it affecting performance? 

Knowing how to work with a narcissist requires a combination of emotional distance and relational strategy. It's advisable to keep interactions focused on facts and concrete objectives, avoid direct confrontation in front of an audience, and document commitments and agreements. Selectively acknowledging their contributions, when genuine, reduces friction without feeding toxic dynamics.

What distinguishes a narcissistic boss from a leader with high confidence? 

Healthy confidence is accompanied by empathy, openness to feedback, and the ability to recognize others' achievements. A narcissist boss, on the other hand, instrumentalizes relationships, avoids accountability, and perceives vulnerability as a threat. The distinction isn't always visible in the short term, especially in contexts where charisma is highly valued, but its effects on team culture become apparent over time.

Is it possible to effectively handle a narcissistic leader? 

Academic evidence suggests it is possible, though with some nuances. Channeling the narcissistic leader's ambition toward high-visibility tasks that benefit the group, setting clear and non-negotiable boundaries, and strengthening team cohesion are strategies that have been shown to reduce the negative impact.

Organizations that also activate ethical oversight mechanisms and a 360° feedback culture are better positioned to contain the excesses of narcissists at work.