By Ashkenazi A.
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Vangella, I cannot follow the rules of my profession with you. You are the exception not the rule. Your intelligence is several steps beyond any patient I encounter and I can only do business with you if you are willing to enter into this assessment as a partner. Are you willing to look through a section of this book and choose the diagnosis that you ﬁnd most ﬁtting to what you have been experiencing through these recently troubling times? I assure you that this is a private, protected, secure and privileged communication between 24 destructive leaders and dysfunctional organizations you and me.
Javaman received over 90 percent support from colleagues and subordinates. , see American Psychiatric Association, 2000; Weiss, 1996; Wender, 1995). Intent upon salvaging their toxic, yet productive, leader, Cornelius Ltd. subscribed to the approach of: the enigma of an unintentionally toxic leader 37 (a) assessing and treating Javaman as an executive suffering from a behavioral disorder; (b) adjusting, attuning and modifying organizational operations to accentuate Javaman’s primary contributions to the organization (innovative, creative, interpersonal, team, enthusiasm); and (c) minimizing his deﬁciencies (lateness; disorganization; distractedness).
With a customized assessment an ADHD leader who brings extraordinary energy, motivation and productivity to his organization can be salvaged from excessive, wild and abrupt behaviors by establishing professional and workplace boundaries and excluding himself from potentially frazzling duties (chapter 2). Occasionally a highly toxic leader must be released from his organization. Not all toxic leaders are salvageable. Elimination and removal beﬁts some organizational cancers. Other disturbed leaders such as Favio Burnstein (chapter 6) can be retooled and reconceptualized to partake in innovative interventions such as dual leadership.