Groupthink tends to mirror individuals. The stronger personalities tend to influence the group. This is not necessarily saying the thinking of those with strong personalities is better or worse. It’s just a fact. The personalities and groupthink of our founding fathers was without a doubt vastly different than that of Nazi Germany but the strength of individual personality structures may have exhibited similarities with the influence it exerted as a whole. We have to bear in mind that the typical organization has a dynamic flavor to it no matter how successful or not so successful it may be. As such, working organizations can be considered organisms, and thus, those who guide and lead exert a great deal of control. Interesting, there is a fine line between guiding and manipulating.
The best groups are instilled with a sense of pride, not only for the organization but with individuals themselves. If individuals are allowed to grow in their jobs then it logically follows the organization will benefit and also grow. Individuals can be proud of their goal achievements and this can be considered a healthy aspect of pride. That’s the good news. Conversely, there can come a point where pride morphs into narcissism. Like a drug, an individual might think if some is good then a lot will be better. Pride becomes narcissism when the focus of the goals, stated or not, becomes about personal or organizational aggrandizement. Somehow, the word humility is eliminated from the vocabulary and narcissism, i.e. self-serving rather than self effacing, becomes the sole purpose for all activity.
In the private business sector it becomes less about customers or service than about profit at all costs. In public safety the focus is on personal or organizational marketing and how to look good in the media or among peers rather than emphasizing the improvement of quality of life within the community. In higher education it can be all about how a college campus competing with other campuses can beat another in its goals as opposed to acting in the best interests of its students with quality education and cost. In church world, it can be all about public image, no matter how inaccurate the information is given to media or attendees as opposed to the needs of the congregation or people intently seeking a personal relationship with God.
One final thought needs to be expanded upon concerning narcissistic groupthink. In many cases individuals decide to leave their dysfunctional organism for whatever reason and are then cast by leadership as defective and needed to separate anyway. The implication that someone would voluntarily leave their highly dysfunctional heaven on earth and get employment elsewhere is a slap in the face to the group’s narcissism. Hence, anyone who leaves has a label or cloud attached, e.g. “Bob left because he knew he was worthless” or “So glad Terri is out of here. She screwed up almost everything given to here.” Get the picture? Scott Peck calls this type of groupthink “enemy creation” or “hatred of the out group.” In other words, this organizational attitude is, if you’re not with us you’re against us.
The antidote for organizational narcissism is a good dose of humility. This cannot be stressed enough. Humility, not only gives organizational healing but personal healing as well. Unfortunately, sometimes organizational narcissism is so ingrained it’s like cancer and major surgery is needed to cut it out.
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