At one time or another most of us have experienced management craziness – either from the giving end, or more likely, from the receiving end. In fact, it seems that there is more management craziness around these days than ever (it maybe global warming or the economy – or maybe it’s just me!).

Anyway, in trying to explain this phenomenon I came across a book called “Why CEOs Fail” by David Dotlich and Peter Cairo. On the basis of this book (and a few others) I came up with a new management theory that I (rather grandly) call: “The Theory of Management Lunacy”. This theory states that: “All managers are crazy some of the time, and some managers are crazy all of the time” (pretty catchy eh?).

Of course, as with any good theory, you have to provide some supporting evidence. For this I asked six of my friends who have been in corporate life for a total of eighty seven years between them. They all agreed. So pretty much case closed in my view!

Well, maybe I should provide a little more evidence. In my experience the behaviors associated with the most common personality disorders listed in the Diagnostic and Statistical Manual (the psychiatrist’s reference book for these things ) are fairly routinely seen in the corridors of corporate power (and the corridors of political power too!).

Robert Hogan in his book Personality and the Fate of Organizations took a look at these personality disorders and studied how they manifest themselves in organizations. Do you recognize any of the following rather crazy management behaviors? (After all, craziness is only normal behavior taken too far!)

Borderline Personality Disorder: Managers who may develop strong enthusiasms for people or projects but quickly become disappointed. They let little things bother them and become annoyed easily.

Paranoid Personality Disorder: Managers who may mistrust others’ motives and doubt their intentions. They are alert for signs that they are being deceived or mistreated.

Avoidant Personality Disorder: Managers who are reluctant to take initiative for fear of being criticized or embarrassed.

Schizoid Personality Disorder: Managers who dislike meeting new people, and are indifferent to the moods and feelings of others.

Passive Aggressive Personality Disorder: Managers who want to work according to their own timetable and standards of performance and resists being hurried or instructed by others.

Narcissistic Personality Disorder: Managers who overestimate their own talents and accomplishments, ignore his shortcomings, and blame his mistakes on others.

Antisocial Personality Disorder: Managers who may appear charming, friendly, fun loving, and insightful, but can also to be impulsive, excitement-seeking, and non-conforming.

Histrionic Personality Disorder: Managers that desire to be the center of attention and to be recognized and noticed by others.

Schizotypal Personality Disorder: Managers who think and act in ways that are unusual, different, striking, and perhaps at times odd.

Obsessive Compulsive Personality Disorder: Managers who are unusually conscientious, orderly, and attentive to detail. Can be picky, critical, and stubborn.

Dependent Personality Disorder: Managers who are too eager to please others to gain their approval. They are reluctant to make decisions on their own, and may be excessively careful to please their superiors.

My recommendation is that, if global warming and the economy continue on their current trends, straight jackets should become part of the standard emergency equipment in “C Suites”around the country.