Narcissistic Manager Wanted!
Are you the type who thrives on control, admiration and strategic manipulation?
Do you excel at presenting a polished public persona while calling the shots behind the scenes?
If the thought of ruling with an iron fist while weaving just enough charm to keep your underlings hooked makes your heart race
….. then this position is tailor-made for you.
Position Overview:
In this role, as the Narcissistic Manager you will:
Maintain dual personas. Shine like a hero in public and privately dismiss or demean those who work for you
Exploit and control your team for personal gain, without genuine empathy or responsibility
Live in a fantasy of fame and entitlement, expecting everyone to follow your lead and admire your greatness
Gaslight, lie and redirect blame to avoid accountability and preserve your image
Enforce strict "my way or no way" rules, provoking conflicts and crushing dissent
Ideal Candidate Profile:
Possesses a grandiose sense of self-importance and expects constant admiration
Lacks empathy for others’ feelings because relationships are transactional at best
Feels entitled to privileges without earning them
Demonstrates emotional volatility, praising or punishing based on your momentary mood
Manipulative, controlling and rigidly perfectionistic
Perks of the Role:
Unlimited status, admiration and narcissistic supply
Freedom to evade accountability because you can blame instead of owning mistakes
Emotional power over others, your charm and dominance set the tone .
Reality Check
Despite the external allure, this "career path" comes at a personal cost.
Constant dishonesty, manipulation and emotional outbursts take a massive toll. You may accumulate followers and accolades but authentic relationships, real trust and inner peace remain out of reach.
Ready to Reset Your Career?
If this job description rings disturbingly true, here’s how to break free:
Own your impact. Next time you push blame or gaslight, pause and ask “Is this me reacting or protecting my ego?”
Practice genuine listening. Try to hear a team member’s perspective and acknowledge it without interruption.
Ask for honest feedback. Invite criticism and accept it without defensiveness.
Celebrate your team’s wins. Directly credit others for their contributions.
Seek professional support. A therapist or coach can help you build empathy and real leadership based on respect, not dominance.
If you're ready to resign from your role as a manipulative manager, start somewhere today.
Admit one leadership mistake, share credit openly, or sincerely praise someone. Even a small shift can begin a transformation from fragile authority to meaningful leadership.
Understanding the True Cost of Embracing Toxicity
True accountability begins the moment we stop excusing behaviour in ourselves or others that corrodes trust, diminishes respect and undermines authentic connection. Whether in personal relationships, leadership roles, or professional networks, tolerating manipulation or masking truth eventually costs us far more than we realise.
Neuroscience confirms that living in constant tension with dishonesty reshapes our cognitive patterns, fuels anxiety and inhibits clear decision-making. Over time, it erodes both our confidence and our capacity to lead with integrity.
Choosing to confront these patterns even when uncomfortable is a critical act of self-respect and leadership. It’s not about blame or confrontation for its own sake, but about drawing a clear line between survival behaviours and intentional growth. The moment we recognise toxic cycles and take decisive action, we reclaim control over our choices, relationships and professional standards.
This choice reflects not only personal courage but the emotional intelligence to pursue a healthier, more empowered life.
If this perspective has given you pause or affirmed something you’ve quietly observed, consider adding your voice. Share your reflections or the boundary you’re committed to setting because your insight may resonate with someone navigating similar challenges.
If you value honest dialogue, professional accountability and growth-oriented leadership, let this message be a catalyst. If a colleague or peer comes to mind who could benefit from this reflection, share it with them.
Sometimes, the conversations we’re most hesitant to have are the very ones that transform our lives and the spaces we lead.
