Leadership and Projective Identification

Introduction

According to the American Psychological Association, Projective Identification is “a defense mechanism in which the individual projects qualities that are unacceptable to the self onto another individual and that person internalizes the projected qualities and believes himself or herself to be characterized by them appropriately and justifiably.” Interestingly, studies have shown that this unconscious disowning of our negative traits and the subsequent viewing of these same traits in our co-workers and subordinates within the workplace often occurs and with drastic negative results. These negative results include:

• The ego and turf wars we are all too familiar with

• A lack of forward momentum on critical projects and initiatives

• Drastic decreases in productivity and quality of work

• An increased need for unnecessary meetings, processes, and SLAs/rules of engagement

• Wasted time and energy

• Adverse impacts to company health, employee health, and company morale

Since projective identification can be confusing, let’s use an example. It often includes direct feedback from a superior on the way you work instead of the results you are getting, such as, “you are not detail-oriented enough” or “you need to improve your organizational skills.” While there may be some truth to the feedback, the impact of the identified behavior is often exaggerated and magnified. Further, there is often the misguided assertion by the one giving the feedback that they are objective and non-emotional. There is an accompanying feeling in the one receiving the input of hopelessness and confusion. Some of the negativity comes from the fact that the hallmark of projective identification is that the one doing the projecting is entirely unaware of their tendencies in the same direction.

Further, there is a force of negativity in the projection itself. Lastly, there is an unspoken demand for the employee’s feedback to be internalized, which the employee often experiences as a microaggression.

How to Work with Projective Identification

Unfortunately, working with projective identification is extremely difficult. Almost all attempts to work with it will fail and worsen the situation. Attempts to discuss the issue will lead to greater defensiveness and disagreement, ultimately leading to the need to leave the team. The only way to effectively deal with projective identification is to be aware that it occurs and is destructive. The only way to diminish projective identification is:

• Be mindful that each of us projects unwanted parts of ourselves onto others.

• Be mindful that we unconsciously demand that others internalize our view of situations.

Tools for Transformation

1. Identify the most common critical feedback points you tend to give others.

2. Become aware of these same tendencies in yourself.

3. When giving feedback, stay focused on outcomes and avoid defining “how” work should be done. (Focus on “what” instead of “how).

4. Become aware of the force behind your feedback.

5. Become aware of the high conviction of your “rightness” and your insistence that others agree with your view.