Who They Are: Conflict junkies are a combination of all the other types described, grafted¹ into the most toxic² and hostile contagion³ to ever poison the workplace. If Ebola was a personality type, it would be a conflict junkie.

 

How to Identify Them: They are the pathological bullies⁴ who harass⁵ even the most well-intentioned staff; the combative⁶ co-workers everyone has a horror story about; the rebellious⁷ employees so caustic⁹, they send their superiors into septic shock. They are completely resistant¹⁰ to civility.

 

What to Watch Out For: Like moles¹¹, conflict junkies may initially¹² appear submissive, but this is a ploy⁸ that lasts only until they have adjusted to a new situation. Like pretenders, once acclimated¹³, they become agents of disruption. CJ's go beyond the tactics used by directors to gain control, pitting colleagues against one another, sabotaging¹⁴ projects, undermining their superiors, withholding¹⁵ information to create conflict and misrepresenting situations to HR. Like panhandlers and headliners, they will go out of their way to feed their egos¹⁶. The difference? They act with no concern for consequence, even when it threatens their own careers.

 

How to Protect Yourself: Handling conflict junkies is more than a one-person job. Take advantage of your organization's policies, regulations and stated values. Leverage¹⁷ all penalties available, even those that require legal action, if needed. Report their conduct to HR, and encourage others to do the same so that you can build a case for their termination. If they cannot conduct themselves rationally and respectfully, you should refuse to assist, comply with, respond to or even acknowledge them. If all else fails, consider asking to be reassigned or taking a new job.

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