As staff from different departments mingled, those who had heard only some of the rumors sought out more information; others wanted confirmation of the details they had heard. It was great fun to collect different bits and pieces of the story and try to assemble a picture of what had really happened. Making things worse, there was also the risk of a hefty, very public, and humiliating fine for noncompliance on some government work — a fact that had not reached the newspapers yet, but was sure to make headlines if not averted quickly. Bailey felt that Gus ought to be let go, and offered to run the place until a suitable, better-qualified candidate could be found.
The corporate executive committee disagreed.
In an effort to help Gus and be fair to him in his new role, they decided to create a new director of operations position reporting to him. One person who caught their attention as the perfect internal candidate for the job was Helen. Helen had joined one of the other acquisitions only a year before and rose to stardom overnight.
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Her performance review praised her spirit, diligence, focus, energy, and natural ability. She demonstrated her worth to her management, building a reputation for making things happen, for successful project management, and for meeting deadlines. Admittedly, some collateral damage occurred along the way, but that did not seem to concern her management team, who put her on the key management watch list.
Snakes in Suits: When Psychopaths Go to Work
Yet, despite the glowing reviews from her management, her division was expanding its head count and underperforming, all the while requesting and receiving approval for larger budgets two years in a row. Bailey wondered how the corporate folks could ignore these numbers and put someone who was used to spending money in charge of a financial problem. But then, these were no longer his decisions to make. Helen did very well in the exploratory interview with the search committee. Her dynamic and engaging manner and her self-proclaimed ability to fix organizational problems — which the division certainly had — made her an obvious choice for the spot.
Outside analysts would also see the appointment of such an assertive, vibrant, and directive person to a failing high-profile division as a very firm commitment to meeting the government's regulatory requirements. Her style and her manner matched what both the corporation and analysts wanted to see. The timing, the circumstances, and her abilities seemed like a good fit. Lynda, from accounting, sat in the corner of the room and sipped her beer. The raucous conversation of the colleagues who sat with her provided a soothing backdrop for Lynda's private thoughts.
Copyright , Paul Babiak and Robert D. All rights reserved. No part of this book may be used or reproduced without written permission from , 10 East 53rd Street, New York, NY Snakes in Suits is a compelling, frightening, and scientifically sound look at exactly how psychopaths work in the corporate environment: what kind of companies attract them, how they negotiate the hiring process, and how they function day by day.
You'll learn how they apply their "instinctive" manipulation techniques -- assessing potential targets, controlling influential victims, and abandoning those no longer useful -- to business processes such as hiring, political command and control, and executive succession, all while hiding within the corporate culture. It's a must read for anyone in the business world, because whatever level you're at, you'll learn the subtle warning signs of psychopathic behavior and be able to protect yourself and your company -- before it's too late.
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