In the Hogan Development Survey (HDS) one of the eleven scales that measure the dark side of personality is the Mischievous scale. The scale measures an individual’s inclination to manipulate, cheat, deceive, take risks without considering consequences, and avoid taking responsibility for their actions.
Individuals with a high score on the Mischievous scale often exhibit a tendency to manipulate situations, engage in deceptive behaviours, take risks without weighing the consequences, and display a reluctance to take responsibility for their actions.
On a positive note, individuals high on the Mischievous scale may demonstrate creativity, resourcefulness, and an ability to think outside the box. Their willingness to take risks can lead to innovation and unconventional problem-solving. However, the drawbacks of this trait are equally significant. Those scoring high on the Mischievous scale may disregard warnings, ignore commitments, and fail to learn from their mistakes, creating challenges in both their personal and professional life.
While these individuals can bring a fresh perspective and daring initiatives to the table, their tendencies towards manipulation and evasion of responsibility can disrupt team cohesion and trust. Striking a balance between harnessing the positive aspects of the Mischievous scale and mitigating its potential pitfalls is key for personal and professional development.
To improve their leadership effectiveness and build better relationships with others, individuals with high scores on the Mischievous scale can consider the following coaching strategies:
First – Demonstrate Dependability and Good Faith
To counteract a perception of unreliability, individuals should focus on showing themselves as dependable and trustworthy. Acting in good faith and following through on commitments will help establish a foundation of trust with colleagues and customers alike. By consistently meeting their obligations, individuals can foster a sense of reliability and integrity.
Second – Honour Commitments and Plan for Contingencies
Individuals scoring high on the Mischievous scale should prioritise honouring their commitments rather than ignoring them. It is important to negotiate and establish realistic expectations, and when unexpected challenges arise, individuals should proactively develop contingency plans. By being proactive and responsible, they can build trust and maintain their credibility.
Third – Acknowledge and Take Ownership of Mistakes
Rather than attempting to finesse or manipulate their way out of mistakes, individuals should acknowledge their errors openly and take ownership of them. Embracing accountability demonstrates integrity and a willingness to learn from past missteps. By admitting mistakes and working to rectify them, individuals can earn respect and foster a culture of growth and improvement.
Fourth – Consistency in Adhering to Important Rules
Individuals with high scores on the Mischievous scale should strive for greater consistency in following important rules and procedures. By setting an example and adhering to established guidelines, they can encourage their subordinates to do the same. Demonstrating consistency helps establish a culture of accountability and ensures that everyone is held to the same standards.
Conclusion
Coaching individuals with high scores on the Mischievous scale involves helping them recognise the importance of trust, reliability, and accountability in leadership. By focusing on building genuine relationships, honouring commitments, taking ownership of mistakes, and following established rules, individuals can develop a more effective and ethical leadership approach. Ultimately, this leads to improved relationships with colleagues and customers and fosters a positive and trustworthy work environment.
Should you seek further insights into your less-explored dark sides or guidance on effective coaching strategies, we are available to assist. Feel free to connect with us here at your convenience.
