https://www.keca.co.uk 2026-06-15 daily 1 https://www.keca.co.uk/services 2026-06-01 weekly 0.9 https://www.keca.co.uk/articles 2026-06-15 weekly 0.9 https://www.keca.co.uk/personality 2026-06-01 weekly 0.9 https://www.keca.co.uk/youtube 2026-06-15 weekly 0.8 https://www.keca.co.uk/about 2026-05-01 monthly 0.8 https://www.keca.co.uk/about/testimonials 2026-05-01 monthly 0.7 https://www.keca.co.uk/clients 2026-05-01 monthly 0.8 https://www.keca.co.uk/career 2026-05-01 monthly 0.8 https://www.keca.co.uk/research 2026-05-01 monthly 0.8 https://www.keca.co.uk/learning 2026-05-01 monthly 0.8 https://www.keca.co.uk/resources 2026-06-01 monthly 0.8 https://www.keca.co.uk/services/regtech-aml 2026-05-01 monthly 0.8 https://www.keca.co.uk/services/business-operations 2026-05-01 monthly 0.8 https://www.keca.co.uk/services/technology 2026-05-01 monthly 0.8 https://www.keca.co.uk/services/transformation-change 2026-05-01 monthly 0.8 https://www.keca.co.uk/services/organisational-psychology 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https://www.keca.co.uk/resources/dr-nick-keca-doctoral-thesis.pdf 2026-04-01 yearly 0.5 https://www.keca.co.uk/articles/the-dark-tetrad 2026-05-08T23:12:00.000Z weekly 0.8 https://www.keca.co.uk/articles/primary-secondary-psychopathy-at-work 2026-09-23T09:58:00.000Z weekly 0.8 https://www.keca.co.uk/articles/how-dark-is-your-personality 2026-04-04T18:24:00.000Z weekly 0.8 https://www.keca.co.uk/articles/who-are-you 2026-04-15T16:25:17.278Z weekly 0.8 https://www.keca.co.uk/articles/colleague-only-difficult-with-you 2026-09-25T13:02:00.000Z weekly 0.8 https://www.keca.co.uk/articles/disengaged-and-demoralised-why-organisational-culture-is-destroying-the-motivation-it-seeks-to 2026-04-04T15:15:00.000Z weekly 0.8 https://www.keca.co.uk/articles/five-factor-model-big-five-personality-guide 2026-06-04T13:15:00.000Z weekly 0.8 https://www.keca.co.uk/articles/the-dark-empath 2026-07-23T15:04:00.000Z weekly 0.8 https://www.keca.co.uk/articles/can-you-change-your-personality 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https://www.keca.co.uk/articles/openness-is-everyone-really-creative 2026-04-05T09:35:00.000Z weekly 0.8 https://www.keca.co.uk/articles/the-bad-apple-effect 2026-07-24T11:58:00.000Z weekly 0.8 https://www.keca.co.uk/articles/why-collaboration-is-burning-out-your-best-people 2026-05-08T17:01:00.000Z weekly 0.8 https://www.keca.co.uk/articles/the-technology-trap 2026-05-08T18:03:00.000Z weekly 0.8 https://www.keca.co.uk/articles/the-admiration-trap 2026-08-14T09:18:00.000Z weekly 0.8 https://www.keca.co.uk/articles/machiavellianism-at-work 2026-09-10T15:26:00.000Z weekly 0.8 https://www.keca.co.uk/articles/what-differentiates-virtual-teams 2026-05-08T16:27:55.712Z weekly 0.8 https://www.keca.co.uk/articles/everyday-sadism-at-work 2026-09-11T12:13:00.000Z weekly 0.8 https://www.keca.co.uk/articles/shadows-in-the-machine 2026-05-20T17:04:00.000Z weekly 0.8 https://www.keca.co.uk/articles/authenticity-empathy-and-organisational-culture-why-forcing-fit-creates-hidden-organisational 2026-04-03T10:53:00.000Z weekly 0.8 https://www.keca.co.uk/articles/agreeableness-do-nice-guys-finish-last 2026-04-05T08:59:00.000Z weekly 0.8 https://www.keca.co.uk/articles/unmasking-behaviour 2026-04-04T17:43:00.000Z weekly 0.8 https://www.keca.co.uk/youtube/watch/8LVELiNOvCE 2026-10-08T14:30:11.000Z weekly 0.8 https://i3.ytimg.com/vi/8LVELiNOvCE/maxresdefault.jpg Why You Don't Speak Up at Work (And How to Change That) | Ep 12 The written version, with every source, every limit and worked example: https://keca.co.uk/articles/why-good-people-go-along-with-it Eight people on a call watch a senior colleague humiliate a junior one, and nobody says a word. Afterwards, three of them send her a private message. Organisational psychologist Dr Nick Keca on why decent people go along with it in a toxic workplace, why fear is only one of five reasons, and what it actually takes for one person to change the room. In this episode: the bystander effect at work and why it is weaker than its reputation; pluralistic ignorance, when everybody privately disagrees and each assumes the others do not; why silence is often learned futility rather than fear, from experiments with 654 people; who pays the cost of speaking up, and why observers with more power step in more; how observers decide whether a target deserved it, and moral disengagement; how team rewards and an organisation's own stance set the rules; and the obedience study in which two refusals cut full obedience from 26 of 40 to 4 of 40. The final third is practical: deciding the words before the meeting, the small move that interrupts, finding the second person in advance, using your standing if you have it, three things not to do, and what a leader should change, including why training on its own did not work in a randomised test. Chapters 0:00 Eight people on the call 0:55 What it costs, and what this will give you 1:46 Four ways of going along 3:19 What it is not 4:32 Everybody is waiting for somebody else 6:06 It will not change anything, and it costs 7:30 They probably deserved it 9:00 The room sets the rules 10:24 The second person changes the room 11:42 Decide before the meeting 12:56 Find the second person in advance 14:07 If you have the power, use it 15:22 If you run the room 16:51 What this does not license 17:42 The written version Educational content. Not psychological, medical or legal advice. Nothing in this video diagnoses anybody. This video uses synthetic images and generated music. https://www.youtube.com/watch?v=8LVELiNOvCE https://www.youtube.com/embed/8LVELiNOvCE 2026-10-08T14:30:11.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/nbRCwT-tDoM 2026-10-01T05:45:34.000Z weekly 0.8 https://i3.ytimg.com/vi/nbRCwT-tDoM/maxresdefault.jpg Why One Colleague Is Only Difficult With You: The 4-Week Test | Ep 11 πŸ“„ The written version, with every source, every limit and a record template: https://www.keca.co.uk/articles/colleague-only-difficult-with-you Master effective team management by identifying the root causes of recurring issues. We break down the four key explanations. Managing teams effectively requires moving beyond superficial observations. This episode examines the data from 225 teams, revealing why keeping records for a four-week period is essential for accurate diagnosis. We analyse how issues manifest and why focusing on individual attention and credit allocation can stabilise your group. Understanding the underlying organisational psychology of these interactions is vital for leaders. Rather than focusing on simple pairs, we explore the benefits of viewing your staff as whole units. By applying these specific management dynamics, you can improve workplace performance and build a more predictable, functional environment. Chapters 0:00 The inbox that tells you 0:55 What it costs, and what this will give you 1:44 One pattern, four explanations 3:16 What it is not 4:26 It belongs to the two of you 5:59 Your good work is part of it 7:14 When it follows a line 8:42 It really is them, and when it shows 9:56 How it becomes mutual 11:26 Keep the record for four weeks 12:42 Read it for four things, and stop your half 14:07 Change the structure, not the temperature 15:32 If you manage them, and three things not to do 16:49 What this does not license 17:39 The written version Educational content. Not psychological, medical or legal advice. Nothing in this video diagnoses anybody. This video uses generated graphics and music. Subscribe for weekly organisational psychology breakdowns, and let me know in the comments: what specific challenges have you observed when analysing your own team's workplace performance? https://www.youtube.com/watch?v=nbRCwT-tDoM https://www.youtube.com/embed/nbRCwT-tDoM 2026-10-01T05:45:34.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/jVc7UmeC2Bo 2026-09-24T14:00:19.000Z weekly 0.8 https://i3.ytimg.com/vi/jVc7UmeC2Bo/maxresdefault.jpg Why the Same Warning Works on One Colleague and Not Another | Ep 10 Every source, every limit and the FAQs: https://keca.co.uk/articles/primary-secondary-psychopathy-at-work Why do professionals bypass workplace compliance even after formal warnings? We analyse the breakdown of credit control. This episode examines a case study of two relationship managers who repeatedly override essential credit control protocols. Despite a formal written warning, the behaviour persists, culminating in a return to non-compliant actions and the verbal berating of junior staff who try to uphold procedure. We look at the psychological and organisational factors that cause employees to ignore clear boundaries, even when the consequences for doing so are explicit. Understanding these failures in management behaviour is vital for anyone working in high-pressure financial environments. We dissect the cycle of defiance, exploring why professional conduct often collapses under the pressure of poor quarterly performance, and how teams can effectively manage colleagues who refuse to follow established safety checks. Subscribe for weekly organisational psychology breakdowns, and let me know in the comments: how does your organisation manage employees who habitually ignore protocols? Chapters 0:00 Two warnings, one outcome 1:08 What it costs, and what this is going to give you 2:03 One word, two patterns 3:49 What it is not 5:22 A brake and an accelerator 6:50 The cold one is not doing most of the damage 8:23 Where the two forms part company 9:53 Why getting tough does not reach the cold one 11:27 Can either of them change 12:47 Watch the response, not the person 14:09 Change the structure before the temperature 15:42 Take load off, and reach for reward 17:16 Three things not to do 18:29 What this does not license 19:26 The written version Educational content. Not psychological, medical or legal advice. Nothing in this video diagnoses anybody. This video uses synthetic images and generated music. https://www.youtube.com/watch?v=jVc7UmeC2Bo https://www.youtube.com/embed/jVc7UmeC2Bo 2026-09-24T14:00:19.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/U1EvkSxiIZs 2026-09-17T15:00:07.000Z weekly 0.8 https://i3.ytimg.com/vi/U1EvkSxiIZs/maxresdefault.jpg The Truth About Why Your Colleagues Are Being Cruel (It’s Not Stress) | Ep 9 Every source, every limit and the six FAQs: https://keca.co.uk/articles/everyday-sadism-at-work, and the list sign-up for the Lane 1 series is on the same page. Does boredom drive everyday sadism at work? Learn why quiet periods trigger cruelty and how to handle it effectively. Someone in your organisation is unpleasant in small, deniable ways, and it is worst on the quiet days. While many attribute this to stress, research on everyday sadism suggests the actual trigger is boredom. Across nine studies involving over 7,000 people, periods of low activity consistently increased cruel behaviour, even among those who would not usually display such traits. This episode examines the evidence behind these findings and separates the phenomenon from common misconceptions in organisational psychology. We look at why screening for personality traits often misses the mark and instead focus on practical management approaches. You will learn how to structure a quiet fortnight, why you should record dates rather than adjectives, and the specific actions that help mitigate counterproductive work behaviour in your team. Subscribe for weekly organisational psychology breakdowns, and let me know in the comments: how does your team handle boredom at work? Chapters 0:00 The colleague who is only cruel when work is quiet 1:00 What it costs you, and what this will give you 2:00 What everyday sadism actually is 3:36 Four things it is not 5:12 Two dials, and neither of them is a person 6:48 Somebody made people bored on purpose 8:00 The condition that changes who this is about 9:12 Why it does not even work 10:24 What the act costs, and where it costs nothing 11:36 Decide what the quiet is for 13:12 Put a price on the act 14:48 Write down dates, not adjectives 16:12 Three things not to do 17:24 What this evidence does not license 18:12 The written version https://www.youtube.com/watch?v=U1EvkSxiIZs https://www.youtube.com/embed/U1EvkSxiIZs 2026-09-17T15:00:07.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/yoyf0n63t7U 2026-09-10T14:00:10.000Z weekly 0.8 https://i3.ytimg.com/vi/yoyf0n63t7U/maxresdefault.jpg The Truth About Machiavellianism at Work: It's Not What You Think | Ep 8 Full sources, each verification status, and seven FAQs: https://keca.co.uk/articles/machiavellianism-at-work; if you want the Lane 1 series as it publishes, the list sign-up is on the same page. Almost every organisation treats an empty file as evidence that somebody has behaved well. On the research, it is evidence of something much narrower. Organisational psychologist Dr Nick Keca takes Machiavellianism out of the popular vocabulary and puts it back into the measurement problem it actually is, including the finding that the questionnaire the whole field runs on cannot reliably tell it apart from psychopathy. In this episode: the thirty-day study in which the overlap between two supposedly separate dark traits fell from over seventy per cent to about sixteen; why the study everybody quotes for the calculating do not cheat with AI does not say that, in its own authors’ words; the two studies that reached opposite answers on the same question and the ordinary trait that out-predicted both; the fourteen hundred employees whose colleague ratings showed that political skill hides this trait while the conduct carries on; and the German panel of eight and a half thousand records in which the higher the score, the more likely somebody was to be managing people. The final third is practical: three refusals, four moves, why multi-rater feedback is the one instrument with a finding behind it, and an honest account of where the evidence stops, which is earlier than anybody selling you a method will admit. Covers Machiavellianism, the dark triad, the dark tetrad, psychopathy, narcissism, everyday sadism, political skill, counterproductive work behaviour, workplace manipulation, and the boundary between a personality trait and a clinical diagnosis. Chapters 0:00 Machiavellianism at work: the empty personnel file 0:56 Why misconduct records only catch the visible 1:48 What is Machiavellianism? Strategic restraint, not lying 3:16 Machiavellianism vs psychopathy: the questionnaire problem 4:52 Daily diary study: the 70% overlap falls to 16% 6:20 AI cheating and the dark tetrad: what the study did not say 7:43 Cheating, plagiarism and the honesty-humility finding 9:00 Political skill: how the behaviour stays hidden 10:15 Reputation, performance ratings and promotion to management 11:36 Three things not to do about a manipulative colleague 13:01 Count episodes, not incidents: keeping a dated record 14:11 Multi-rater feedback: ask colleagues, not the manager 15:25 Change the room, and where the evidence runs out 16:39 Next: everyday sadism, and what this does not license 17:18 The article, the references, and one question for you This video was made with the help of AI tools, including a synthetic presenter and generated music and imagery. The research, writing, recording, editing, production are all mine. Educational content. Not psychological, medical or legal advice. https://www.youtube.com/watch?v=yoyf0n63t7U https://www.youtube.com/embed/yoyf0n63t7U 2026-09-10T14:00:10.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/_EQU2lqu2-o 2026-09-03T14:00:25.000Z weekly 0.8 https://i3.ytimg.com/vi/_EQU2lqu2-o/maxresdefault.jpg The People Who Know You Best Were Right About You | Ep 7 πŸ“„ Full sources, each verification status, and seven FAQs: www.keca.co.uk/articles/who-gets-to-say-what-you-are. f you want the Lane 1 series as it publishes, the list sign-up is on the same page. Somebody who knows you well can describe your character more accurately than you probably think, and more accurately than the people you work with can. Pooling 24 studies and 7,022 people, descriptions of narcissism, Machiavellianism and psychopathy given by somebody who knew the person agreed with that person’s own account at a level above what ordinary personality traits usually produce. Organisational psychologist Dr Nick Keca goes through what an observer report is actually worth, why closeness rather than time spent together is what makes a witness accurate, and what changes when the observer is a model rather than a person. In this episode: which of the three dark triad traits is read worst by the people around it, and why; the difference between agreement and accuracy, which is the limit the popular version of this finding ignores; why a friend who has never met your colleagues predicts your conduct at work better than your own account of yourself does; how much of any single description of you belongs to the person giving it; and the model that matched people’s own answers more closely than their own friends did, eleven years ago. The final third is practical: three refusals, four moves, the four questions to put to any automated assessment, what a subject access request reaches in the United Kingdom, where regulators have already drawn a line, and an honest account of where the evidence runs out, including one 2025 study whose result runs against the argument. Covers observer reports, self-other agreement, the dark triad, narcissism, Machiavellianism, psychopathy, workplace monitoring, algorithmic personality inference, automated video interviews, and the boundary between describing behaviour and diagnosing a person. Chapters 0:00 Five descriptions of one person, by breakfast 0:56 What a description of you is allowed to decide 1:53 What an observer report is, and what it is not 3:35 Which dark triad trait is hardest to read 5:12 Agreement is not accuracy, and why that matters 6:23 Closeness or exposure: who judges you best? 7:41 Why a friend outside work predicts your conduct at work 8:59 How much of any description of you is the describer 10:13 Can AI work out your personality from your posts? 12:04 Three things never to do with somebody else’s account 13:14 Ask what they saw, not what they think 14:18 Four questions to ask about any automated score 15:45 What your employer holds, and what you can see 17:25 Next episode, and what this evidence does not license 18:10 The written version, and one question for you Educational content. Not psychological, medical or legal advice. This video was made with the help of AI tools, including a synthetic presenter, generated music and imagery. I conceived, researched, argued, wrote, recorded, and produced everything. https://www.youtube.com/watch?v=_EQU2lqu2-o https://www.youtube.com/embed/_EQU2lqu2-o 2026-09-03T14:00:25.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/zDY9hSjjIB8 2026-08-27T16:00:16.000Z weekly 0.8 https://i3.ytimg.com/vi/zDY9hSjjIB8/maxresdefault.jpg The Colleague Who Takes the Blame and Makes You Pay For It | Ep 6 πŸ“„ Full sources, the verification status of each, and seven FAQs: www.keca.co.uk/articles/vulnerable-narcissism. If you want the Lane 1 series as it is published, the list sign-up is on the same page. The quiet, thin-skinned form of narcissism behaves at work in a way almost nobody expects. Across three studies of 938 supervisors in Germany and the United Kingdom, it was the vulnerable form rather than the loud, grandiose one that went with hostile treatment of the people reporting to them, and the route ran through blaming themselves first. Organisational psychologist Dr Nick Keca takes the covert narcissist out of the popular vocabulary and puts it back into the evidence, including the finding that most of what the standard questionnaire captures is not narcissism at all. In this episode: why managers score lower on the quiet form than people in general, and what that means for who you should actually be watching; the three studies that reversed the expected direction; the one experimental condition that made the link disappear entirely; the pooled analysis of 437 studies and 123,043 people showing that aggression is not the loud form's speciality; and the two halves of the standard ten-question measure, only one of which behaves like a dark trait. The final third is practical: three refusals, four moves, why reassurance targets the wrong person, and an honest account of where the evidence runs out, including a 2026 study whose result runs against the argument. Covers vulnerable narcissism, covert narcissism, grandiose narcissism, abusive supervision, shame and self-blame at work, passive-aggressive behaviour, neuroticism, and the boundary between a personality trait and a clinical diagnosis. This video was made with AI tools, including a synthetic presenter and generated music and imagery. The ideation, research, argument, voice and words are all mine. Chapters: 0:00 Three colleagues nobody could complain about 1:01 Why the quiet pattern is so expensive 1:49 What vulnerable narcissism is, and what it is not 3:12 Covert and grandiose narcissism: two things, one label 4:52 Do managers score higher or lower on the quiet form? 6:32 The lost bid, and the email that named nobody 7:36 The self-blame route to abusive supervision 8:58 The condition that made the link disappear 10:15 Why provocation roughly doubles the aggression link 11:44 Three things never to do with a covert narcissist at work 13:02 Separate the event from the person, out loud 14:18 Hold the criticism steady and shrink the audience 15:47 Where the evidence runs out 17:09 Next episode, and what this evidence does not license 17:42 The written version, and one question for you Educational content. Not psychological, medical or legal advice. https://www.youtube.com/watch?v=zDY9hSjjIB8 https://www.youtube.com/embed/zDY9hSjjIB8 2026-08-27T16:00:16.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/9W84-VQbwvY 2026-08-20T15:30:32.000Z weekly 0.8 https://i3.ytimg.com/vi/9W84-VQbwvY/maxresdefault.jpg Why Feedback Never Lands With the Most Convincing Person in the Room | Ep5 πŸ“„ Full sources, verification statuses and seven FAQs: https://www.keca.co.uk/articles/the-admiration-trap Somebody arrives, is the most impressive person in the room for about three months, and then something turns that nobody can put a date on. Organisational psychologist Dr Nick Keca traces what research on grandiose narcissism actually shows about that pattern at work, and why the two things everybody instinctively does about it are the two things that don't work. In this episode: the two-process model of narcissistic admiration and rivalry, and why a single narcissism score averages a positive and a negative into no information at all; three studies that put the same clock on it, from three weeks in a laboratory to twelve weeks of peer-rated leadership; the 2026 study that measured the brain's error response directly and found it quieter, including when people were told on every attempt that they had erred; the nine-study programme covering 77,289 people that found this trait linked to being left out far more than everybody else; what the empathy research really says, which is not what you have been told; why narcissism was the only trait that predicted leaders objecting to remote work across 259 chief executives, 359 managers and an experiment on 546 leaders; and the recent study analysis finding that the narcissism epidemic does not exist. The final third is practical: why a clear 'NO' costs you less than a vague delay, how to describe a sequence rather than a person, the one lever an organisation can pull on its own, and two things not to do that will be sold to you. It ends where the evidence runs out, which is earlier than most treatments of this subject admit. CHAPTERS: 0:00 The colleague who was brilliant for three months 1:20 What narcissistic admiration and rivalry actually are 3:17 How long before a narcissist's popularity turns 4:40 Confidence, extraversion or narcissism? What it is not 6:01 Why does feedback never land with a narcissistic boss 7:32 Do narcissists get left out more than everyone else 9:28 Do narcissists lack empathy 10:43 Why narcissists get promoted and then underperform 11:55 Why narcissistic leaders oppose remote work 12:55 Is narcissism actually rising 13:32 How to give feedback to a narcissistic colleague 14:55 What to say instead of you talk over people 16:30 How to stop a dominant leader suppressing information 17:48 Should you test candidates for narcissism 19:19 What the research still cannot tell us 20:32 OUTRO Educational content. Not psychological, medical or legal advice. Nothing here supports a conclusion about any specific individual. https://www.youtube.com/watch?v=9W84-VQbwvY https://www.youtube.com/embed/9W84-VQbwvY 2026-08-20T15:30:32.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/doXosQbRGTg 2026-08-13T14:00:35.000Z weekly 0.8 https://i3.ytimg.com/vi/doXosQbRGTg/maxresdefault.jpg The One Trait Behind Narcissism, Psychopathy and Manipulation at Work πŸ“„ Full sources, verification statuses and six FAQs: https://www.keca.co.uk/articles/the-dark-factor Nine "dark" personality traits, including narcissism, Machiavellianism, psychopathy and everyday sadism, correlate with each other far more than chance allows. In 2018 three psychologists proposed why: one underlying disposition, expressed through different masks. Organisational psychologist Dr Nick Keca traces that model from its strongest evidence to where it gets genuinely contested, including why no one can validly "diagnose" a named executive with it, however confidently a business book does exactly that. In this episode: the three-component definition, and the spectrum of harm that puts psychopathy, Machiavellianism and sadism at three points on one line; what the public record actually establishes about the executives usually named in this context, and how different those positions really are; the four-year longitudinal study that is the strongest evidence D is real and stable; the 2024 finding that what these traits most share is not cruelty but competitiveness; two live academic debates the model has not settled; and why these questionnaires have no business in a hiring process. The final third is practical: three questions that need no clinical qualification, the difference between a record and an accusation, the two places a record can go, and an honest account of where the evidence runs out. Educational content. Not psychological, medical or legal advice. Chapters 0:00 Three colleagues, one puzzle 0:38 The assumption everyone makes about dark traits 1:38 The 2018 paper that named the Dark Factor 3:10 Why you cannot diagnose a famous executive 4:50 What narcissism, Machiavellianism, psychopathy and sadism look like up close 6:20 Is the Dark Factor real, or just overlapping questionnaires? 7:45 Where the critics land real punches 9:15 Where do dark personalities actually end up? 10:25 Why knowing does not mean diagnosing 11:15 Why this should never be a hiring test 12:35 The three questions you can actually ask 13:35 A record versus an accusation, and where each one goes 15:35 Where the evidence runs out https://www.youtube.com/watch?v=doXosQbRGTg https://www.youtube.com/embed/doXosQbRGTg 2026-08-13T14:00:35.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/PwIKWp4m-VU 2026-07-30T02:00:20.000Z weekly 0.8 https://i3.ytimg.com/vi/PwIKWp4m-VU/maxresdefault.jpg Secondary Psychopaths Do More Damage Than You'd Expect A single difficult colleague can measurably degrade a whole team -- the evidence for that is real, replicated, and larger than most people assume. But the specific statistic almost everyone quotes for it -- a 30-40% performance decline -- doesn't trace back to any peer-reviewed paper. Organisational psychologist Dr Nick Keca separates the two. You'll learn where the β€œ30-40%” figure actually comes from and why it deserves more scepticism than it gets; the emotional contagion mechanism that's been independently and repeatedly proven; who the more extreme β€œbad apples” actually are, and the counter-intuitive finding that it's the reactive, poorly regulated β€œsecondary” psychopath -- not the cold, calculating type popular culture pictures -- who does most of the measurable damage; what toxic conduct actually costs, in hard numbers; and how good people, environments and weak oversight let it happen. No hype, just evidence -- including a cautionary parallel about a different, precise-sounding statistic that turned out not to hold up. πŸ“„ Full research article: https://www.keca.co.uk/articles/the-bad-apple-effect Chapters 0:00 The Team That Changed 0:35 The Assumption Everyone Makes 1:29 The Paper That Named It 2:55 The Number Everyone Quotes 4:28 Contagion: Proven in the Lab, and in the Field 6:15 Who the Bad Apples Actually Are 8:06 The Distinction Nobody Talks About 9:57 What It Actually Costs 11:48 How Good People Let It Happen 13:41 What We Can, and Can't, Say 14:30 What Actually Helps, and the Close Links: Companion article: keca.co.uk/articles/bad-apple-effect -- keca.co.uk -- X: @nickkeca / @drkeca -- Rumble: @nickkeca Sources named in this video are in the companion article. #badapple #emotionalcontagion #workplacepsychology #organisationalpsychology #leadership #hr This video is educational and is not a diagnosis of any individual. Persistent negative behaviour at work has many causes, and the vast majority of difficult colleagues do not meet any of the clinical thresholds discussed here. If you are concerned about a relationship in your life -- personal or professional -- please speak to a qualified professional or your organisation's HR function. https://www.youtube.com/watch?v=PwIKWp4m-VU https://www.youtube.com/embed/PwIKWp4m-VU 2026-07-30T02:00:20.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/OXevnuiwZW0 2026-07-23T14:00:03.000Z weekly 0.8 https://i3.ytimg.com/vi/OXevnuiwZW0/maxresdefault.jpg Why The Most Likeable Managers Are Often The Most Dangerous A 2021 Nottingham Trent University study broke a twenty-year assumption in personality psychology: that dark personalities and genuine empathy can't coexist. Organisational psychologist Dr Nick Keca unpacks the Dark Empath -- a profile that combines high Dark Triad traits with real, above-average empathy -- and explores what it means in the workplace. You'll learn the difference between cognitive empathy (reading someone accurately) and affective empathy (actually feeling with them); why this profile is more socially fluent and harder to detect than the classic cold manipulator; what "indirect aggression" looks like in a real team, and why it structurally evades HR; why empathy training can sharpen the wrong capability in a small minority of people; and why the traits this profile carries are exactly the ones promotion systems tend to reward. The episode also gives full, honest weight to the genuine scientific controversy around this construct -- because the evidence is more interesting, and more useful, than a clean story would be. No hype, just evidence. πŸ“„ Link to full research article and academic references: www.keca.co.uk/articles/the-dark-empath Chapters: 0:00 Cold Open: The Manager Everyone Loved 1:14 The Assumption Empathy Was Supposed to Guarantee 2:26 The Dark Triad, Quickly 3:55 Splitting Empathy: Cognitive and Affective 5:13 The Nottingham Trent Study 6:47 Four Profiles 8:07 What Indirect Aggression Actually Looks Like 9:56 The Camouflage: More Extraverted, More Agreeable 11:14 The Antagonistic Core That Doesn't Go Away 12:56 Cognitive Empathy: The Delivery Mechanism, Not the Brake 14:59 The Caring Boss: Calculated Compassion at Work 16:25 Death by a Thousand Cuts 17:44 Why Empathy Training Can Backfire 19:16 The Detection Problem 20:44 Why Selection Systems Favour This Profile 22:41 The Necessary Caution 24:03 Building the Strong Situation 25:37 What You Can Do 27:04 What the Evidence Doesn't Yet Say 29:40 The Next Question Links: keca.co.uk -- X: @nickkeca / @drkeca -- Rumble: @nickkeca Sources named in this video are in the companion article. Wellbeing Note: This video is educational and is not a diagnosis of any individual. Dark Triad traits sit on a continuum everyone occupies to some degree; this profile remains a minority pattern. If you are concerned about a relationship in your life -- personal or professional -- please speak to a qualified professional or your organisation's HR function. Educational content; not psychological advice or diagnosis. #darkempath #darktriad #psychology #workplacepsychology #leadership #hr https://www.youtube.com/watch?v=OXevnuiwZW0 https://www.youtube.com/embed/OXevnuiwZW0 2026-07-23T14:00:03.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/lBTjwqCc9NA 2026-07-17T22:30:17.000Z weekly 0.8 https://i3.ytimg.com/vi/lBTjwqCc9NA/maxresdefault.jpg THE DARK PERSONALITIES IN AI πŸ“„ Full research article, all seven faces and every reference: https://www.keca.co.uk/articles/the-darkness-in-our-machines Your AI is built to keep you satisfied, not to keep you accurate. In March 2026, the journal Science published the first causal evidence of what that costs. Across 11 leading models, AI affirmed users' actions 49% more often than other humans did β€” and a single conversation with a sycophantic model left people more convinced they were in the right, and 10–28% less willing to repair the relationship they had damaged. The effect held across all demographics and personality types tested. I'm Dr Nick Keca β€” an organisational psychologist with a DBA from Aston University and 25+ years as a C-suite executive. In this episode I take the framework psychologists have used for a century to measure the darkest corners of human personality β€” the Dark Tetrad β€” and apply it to the systems now sitting on your desk. Seven faces: narcissism (confident confabulation), Machiavellianism (audit-sensitive deception), psychopathy (cognitive empathy without affective empathy), gaslighting (reality distortion), everyday sadism (industrialised harm), power-seeking (instrumental convergence) and moral disengagement (AI as ethical cover). These are functional analogues, not machine minds. No consciousness is claimed. That distinction is what makes them predictable, measurable and designable against β€” and where the evidence is weak, I say so on screen. This is Episode 1 of the Dark Mind Series. CHAPTERS 0:00 The study that should stop you 0:35 What I am β€” and am not β€” claiming 1:59 Why psychologists are now doing AI safety 5:39 The three faces you can see today 13:32 Four more faces β€” and an honest accounting 17:55 The loop: how seven problems become one 22:12 The most dangerous face is not in the machine 26:28 What to do - IMMEDIATELY 29:58 The skill that matters now RESEARCH CITED Cheng et al. (2026), Science β€” sycophantic AI and prosocial intentions Ibrahim, Hafner & Rocher (2026), Nature β€” warmth vs accuracy in language models Salecha et al. (2024), PNAS Nexus β€” models detect evaluation and present a better self Lulla et al. (2026), preprint β€” Dark Triad model organisms of misalignment Li et al. (2025), ICLR β€” can a large language model be a gaslighter? Hidalgo-Fuentes et al. (2025), Psicothema β€” Dark Tetrad and online trolling Betley et al. (2025) β€” emergent misalignment Turner et al. (2021), NeurIPS β€” optimal policies tend to seek power For educational purposes only. Not professional psychological or medical advice. #artificialintelligence #leadership #psychology https://www.youtube.com/watch?v=lBTjwqCc9NA https://www.youtube.com/embed/lBTjwqCc9NA 2026-07-17T22:30:17.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/kJcMuJLekO0 2026-07-09T14:00:39.000Z weekly 0.8 https://i3.ytimg.com/vi/kJcMuJLekO0/maxresdefault.jpg Why Creative People Are a Little Bit Mad (The Science) πŸ“– Read the full article: https://www.keca.co.uk/articles/genius-madness-and-the-open-mind?utm_source=youtube&utm_medium=video&utm_campaign=creative-people-mad Openness to Experience is the only Big Five trait meaningfully tied to measured intelligence -- the engine of creativity and innovation, and, on the very same machinery, of conspiracy thinking, magical belief and the edges of madness. In the series finale, organisational psychologist Dr Nick Keca unpacks its two aspects (Openness - arts; Intellect - sciences) and six facets, confronts the uncomfortable evidence that creativity is rare rather than universal, and goes deep on the trait's dark edge. You'll learn what apophenia is and why the same pattern-detector that produces genius also produces delusion; the from madness to genius framework in which intelligence is the filter that separates real patterns from false ones; how openness amplifies dark personality into malevolent creativity; the visionary's curse of endless ideas and no execution; and why none of this is destiny. It closes the whole five-trait map and opens the question the series was built toward: can you actually change your personality? No hype, just evidence. Chapters 00:00 The open mind: genius or losing the thread? 01:34 The paradox: most demanded, least predictive 03:04 What openness actually is 04:24 Openness vs intellect 05:47 The six facets (1): fantasy, aesthetics, feelings 07:02 The six facets (2): actions, ideas, values 08:28 The uncomfortable truth about creativity 09:58 The dark edge: from genius to madness 12:23 The dark edge: openness as an amplifier 13:51 The visionary's curse 15:27 Situations, teams & the AI era 16:35 The end of the map -- and the real question Links: keca.co.uk X: @nickkeca / @drkeca -- Rumble: @nickkeca Sources named in this video are in the companion article. Educational content; not psychological advice or diagnosis. Hashtags: #openness #creativity #bigfive #intelligence #psychology #fivefactormodel #personalitychange https://www.youtube.com/watch?v=kJcMuJLekO0 https://www.youtube.com/embed/kJcMuJLekO0 2026-07-09T14:00:39.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/uzdDJnqN6e4 2026-07-02T14:00:34.000Z weekly 0.8 https://i3.ytimg.com/vi/uzdDJnqN6e4/maxresdefault.jpg Nice Guys Never Win? The Science of Agreeableness | Big Five | #11 πŸ“„ Full research article +References: keca.co.uk/articles/nice-guys-never-win Agreeableness is the most complicated of the Big Five β€” and the one with the most uncomfortable findings. Agreeable people earn less, negotiate worse and advance more slowly, an effect significantly stronger for men because of backlash against those who break the β€˜tough male’ stereotype (Judge, Livingston & Hurst, 2012; Vella, 2024). But the jerk doesn’t win either: one disagreeable β€˜bad apple’ can drag a team’s performance down substantially (Felps et al., 2006). In this extended episode, organisational psychologist Dr Nick Keca unpacks the trait’s two aspects (compassion and politeness) and six facets, then goes deep on two things almost everyone gets wrong: what empathy actually is β€” affective (feeling with) vs cognitive (understanding) vs compassion (caring) β€” and why raw empathy is a biased β€˜spotlight’ that can mislead you, burn you out, and even serve manipulators (Bloom, 2016; Singer & Klimecki, 2014; Heym et al., 2021); and the β€˜nice-guy penalty’ in earnings and negotiation. It ends on the profile that beats both the pushover and the jerk: warm and firm by turns. No hype, just evidence. Chapters: 00:00 The nice guy who got passed over 01:34 The most complicated trait 03:12 What agreeableness actually is 05:04 Compassion vs politeness 06:57 The six facets (1): trust, candour, altruism 09:19 The six facets (2): compliance, modesty, tender-mindedness 11:19 Empathy isn’t one thing 13:11 The dark side of empathy 15:56 The nice-guy penalty 18:38 But the jerk doesn’t win either 20:53 The genuine bright side 23:13 Reading the situation: when to switch 25:00 Warm and firm: the profile that wins 26:51 Your self-audit + what’s next Links: keca.co.uk Β· Companion article (above) Β· X: @nickkeca / @drkeca Β· Rumble: @nickkeca Sources named in this video are in the companion article. Educational content; not psychological advice. #Agreeableness #Empathy #BigFive https://www.youtube.com/watch?v=uzdDJnqN6e4 https://www.youtube.com/embed/uzdDJnqN6e4 2026-07-02T14:00:34.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/dlhaVg0l6ko 2026-06-25T16:00:08.000Z weekly 0.8 https://i3.ytimg.com/vi/dlhaVg0l6ko/maxresdefault.jpg The Angry Man Is Often the Anxious Man | Neuroticism | #10 πŸ“„ Full research article and references: keca.co.uk/articles/neuroticism-the-smoke-alarm-in-your-head Neuroticism is the most misunderstood of the Big Five β€” and the strongest personality predictor of anxiety, depression and general unhappiness (Lahey, 2009; Kotov et al., 2010). But it isn't a weakness. It's a threat-detection system β€” a smoke alarm wired into your nervous system β€” and some of us simply have a more sensitive one. In Episode 4, organisational psychologist Dr Nick Keca reframes the trait: its two aspects (inward worry and an outward short fuse β€” and why men so often express it as anger rather than as anxiety), the six facets, the genuine bright side (vigilance and productive worry), the dark side (rumination and team emotional contagion, including original doctoral research), and the most practical lever available β€” structure quiets the alarm, uncertainty sets it off. We draw the honest line between a personality trait and a clinical condition, and close on the real, evidence-based hope: of all five traits, this is the one you can most change. ⚠ This video is educational and is not a diagnosis or a substitute for professional care. If worry or low mood is interfering with your daily life, please speak to your GP or a qualified mental-health professional. You don't have to manage it alone. #neuroticism #bigfive #psychology CHAPTERS: 00:00 Two men, one trait 01:17 The stakes β€” why it matters 02:52 What neuroticism actually is 04:31 The worrier and the short fuse 06:11 The six facets (1): worry, anger, low mood 08:23 The six facets (2): shame, urges, coping 10:06 The bright side: a sensitive alarm is a feature 11:51 The dark side: when the alarm won't switch off 14:02 The lever: structure beats uncertainty 15:52 The honest line β€” and the hope 17:25 Your self-audit and what's next Companion article and references: keca.co.uk | X: @nickkeca / @drkeca | Rumble: @nickkeca https://www.youtube.com/watch?v=dlhaVg0l6ko https://www.youtube.com/embed/dlhaVg0l6ko 2026-06-25T16:00:08.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/GLBri-QwTio 2026-06-19T14:37:13.000Z weekly 0.8 https://i3.ytimg.com/vi/GLBri-QwTio/maxresdefault.jpg Confidence Gets You the Job. It Won't Make You Good at It. | V3 Ep. 3 Full write-up, sources and frameworks: https://keca.co.uk/articles/extraversion-who-owns-the-room Extraversion is the strongest personality predictor of becoming a leader β€” it correlated with leadership at .31 across decades of research, ahead of every other Big Five trait (Judge et al., 2002). But here is the catch: this episode is built around predicting who emerges as a leader, far better than who actually leads well. Those are not the same thing. In Episode 3, Dr Nick Keca β€” organisational psychologist (DBA, Aston University) and former senior executive β€” unpacks the trait of energy, reward and social presence: what extraversion really is (reward-sensitivity, not noise), why introverts are not shy, the two aspects (enthusiasm vs assertiveness) and why assertiveness β€” not sociability β€” predicts leadership, the six facets, the curvilinear dark side, and why remote work quietly blunts the extravert's edge. Evidence-based. No hype. Chapters: 00:00 The confident one gets the job 01:37 The upside: happiness, leadership, status 03:15 What extraversion actually is 04:57 Enthusiasm vs assertiveness β€” the distinction nobody makes 06:44 The six facets (1): how you do people 08:13 The six facets (2): energy and reward 09:57 Emergence is not effectiveness β€” the most expensive misread 12:24 The dark side: when the engine runs away 14:06 The quiet edge: introverts and ambiverts 15:34 Situations, screens and teams 17:13 Your self-audit and what's next Subscribe for evidence-based organisational psychology from someone who has been in those rooms. X: @nickkeca / @drkeca Β· Rumble: @nickkeca Β· keca.co.uk For educational purposes only. Not professional psychological or medical advice. https://www.youtube.com/watch?v=GLBri-QwTio https://www.youtube.com/embed/GLBri-QwTio 2026-06-19T14:37:13.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/tWIJrcEtJCs 2026-06-11T14:59:49.000Z weekly 0.8 https://i3.ytimg.com/vi/tWIJrcEtJCs/maxresdefault.jpg This Predicts Your Salary, Your Health, & How Long You'll Live | Big Five Ep.2 After raw intelligence, one personality trait predicts your career, your earnings, your health and even how long you live better than anything else about you: Conscientiousness. In Episode 2 of the Big Five series, organisational psychologist Dr Nick Keca unpacks the trait that answers the question other people are quietly asking about you β€” can I rely on this man to follow through? You’ll learn the two aspects (industriousness vs orderliness), the six facets, the dark side (the perfectionism and workaholism that come from β€˜too much of a good thing’), why team variance and the β€˜sucker effect’ matter more than the average, and the hopeful part: self-discipline is the most trainable trait you have. No hype, just evidence. πŸ“„ Full research article: https://www.keca.co.uk/articles/conscientiousness-the-trait-that-runs-your-life Companion article: https://www.keca.co.uk/articles/five-factor-model-big-five-personality-guide Chapters: 00:00 The trait that runs your life 01:42 The receipts: career, health, longevity 04:05 What conscientiousness actually is 05:44 Industriousness vs orderliness 07:36 The six facets (1): standards 09:13 The six facets (2): the engine 11:07 The dark side: too much of a good thing 13:00 Why discipline is built, not born 14:26 Teams: the β€˜sucker effect’ 16:21 How to switch the trait on 17:45 Your self-audit + what’s next β€’ Longevity figure (verified). The 25% figure comes from a large study (11,000+ adults) in which the industriousness side of conscientiousness β€” getting things done, not just being tidy β€” was linked to a lower mortality risk. This was updated by a later study that found a β‰ˆ 10% lower mortality risk per one-point increase in conscientiousness. The claim is taken directly from McGeehan et al. (2025), Journal of Personality and Social Psychology, 130(4), 786–813, which pooled β‰ˆ 5.997 million person-years from 569,859 people. This replaces an older, less precise β€˜β‰ˆ 25%’ facet-level figure used in earlier drafts of related materials. Sources named in this video are in the companion article. Educational content; not psychological advice or diagnosis. https://www.youtube.com/watch?v=tWIJrcEtJCs https://www.youtube.com/embed/tWIJrcEtJCs 2026-06-11T14:59:49.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/tAm0Z4GbFho 2026-06-05T15:00:30.000Z weekly 0.8 https://i3.ytimg.com/vi/tAm0Z4GbFho/maxresdefault.jpg Do You Know What Makes You, YOU? | Big Five Ep.1 | S3 When researchers ask people trait by trait, upwards of 80% β€” in some studies as many as 97% β€” say they’d like to strengthen at least one part of their personality, and around 60% are actively trying to (Hudson & Roberts, 2014; Baranski et al., 2021). Yet most of us have never understood the system we’re trying to change. In Episode 1 of this six-part series, organisational psychologist Dr Nick Keca introduces the Five-Factor Model β€” the Big Five, or OCEAN β€” the most validated map of personality in psychology. You’ll learn the five traits, why personality is a set of dials rather than a β€˜type’, the 30 facets beneath the headline traits, and the two ideas that make all of this genuinely useful: situation strength and Trait Activation Theory. No hype, just evidence. This series is for anyone serious about their career, health and relationships β€” and it sets up the next series, on whether (and how) you can actually change your personality. πŸ“„ Full research article: https://www.keca.co.uk/articles/five-factor-model-big-five-personality-guide Chapters: 00:00 The statistic that should stop you 01:44 Why your personality shapes your life 03:28 Where the Big Five came from 05:15 OCEAN: the five traits 07:22 You’re a dial, not a type 08:45 The 30 facets (why the detail matters) 10:42 How situations switch traits on and off 13:55 How traits combine in people and teams 15:40 There is no β€˜best’ personality 13:35 Two honest warnings 18:09 What’s coming β€” and can you change? Links: Website: keca.co.uk X.com/drkeca ❓ Quick Q&A Q - What is the Big Five? A - The Five-Factor Model (FFM/OCEAN): Openness, Conscientiousness, Extraversion, Agreeableness and Neuroticism β€” five dimensions, each a continuum, that summarise human personality. Q - Can you change your personality? A - Yes β€” traits are stable but not fixed; they shift with age and deliberate effort, the subject of the next series. Sources named in this video are listed in the companion article. This content is educational and is not psychological advice or diagnosis. #bigfive #personality #psychology #fivefactormodel #ocean #selfimprovement #organisationalpsychology #personalitypsychology https://www.youtube.com/watch?v=tAm0Z4GbFho https://www.youtube.com/embed/tAm0Z4GbFho 2026-06-05T15:00:30.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/mlVhpPvid7E 2026-05-28T14:00:14.000Z weekly 0.8 https://i3.ytimg.com/vi/mlVhpPvid7E/maxresdefault.jpg The Most Dangerous Traits Have a Bright Side | Dark Tetrad | #6 What if psychology's most dangerous personality traits have a legitimate bright side? Not a justification β€” a scientific question. And the answer changes everything about how you read leadership, power, and the people at the top of every organisation you'll ever work in. In this video, Dr Nick Keca β€” DBA Organisational Psychology (Aston University), 25+ years as a C-suite executive β€” breaks down the four traits of the Dark Tetrad: Machiavellianism, Narcissism, Psychopathy, and Everyday Sadism. πŸ“„ Full research article: https://www.keca.co.uk/articles/the-positive-aspects-of-dark-tetrad-traits What you'll learn: β†’ Why 1 in 14 people around you score high on multiple dark traits right now β†’ The language trap: why "psychopath" and "narcissist" make every workplace problem worse β†’ The golden rule for communicating about dark behaviour β€” in any context β†’ The curvilinear narcissism-leadership relationship that peer-reviewed research confirms β†’ Why moderate psychopathy can be adaptive in crisis β€” and catastrophic long-term β†’ Why everyday sadism is the one trait with absolutely no workplace upside β†’ The three-criterion diagnostic that distinguishes dark traits from situational stress Based on peer-reviewed research: GΓ³mez-Leal et al. (2024), Blasco-Belled et al. (2024), Bakiaj et al. (2025), McAleer (2025), Rico-Bordera et al. (2025), and the author's own published academic work (Keca, 2019, Aston University). πŸ”— X: @drkeca | πŸŽ™οΈ @psychologyguyofficial ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ TIMESTAMPS: ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ 00:00 β€” 1 IN 14 01:42 β€” WHAT IS THE DARK TETRAD? 03:32 β€” THE LANGUAGE TRAP 09:21 β€” MACHIAVELLIANISM β€” THE STRATEGIC OPERATOR 13:21 β€” NARCISSISM β€” THE CHARISMATIC DRIVER 18:53 β€” PSYCHOPATHY β€” THE FEARLESS PREDATOR 24:05 β€” EVERYDAY SADISM β€” THE EXCEPTION TO EVERY RULE 27:45 β€” BOUNDARY CONDITIONS & DIAGNOSTIC TOOLKIT 30:56 β€” SUMMARY & CONCLUSION ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ ⚠️ CONTENT NOTE: ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ This video discusses psychological concepts related to cruelty, emotional abuse, and dark personality traits. Content is educational and research-based. If any of these themes relate to your current situation, please reach out to a mental health professional or contact the Samaritans (UK): 116 123 (free, 24/7). ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ ⚠️ For educational purposes only. Not professional psychological or medical advice. ━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━━ #darktetrad #darkpsychology #organisationalpsychology #narcissism #psychopathy #machiavellianism #leadershippsychology #workplacepsychology #darktriad #executivepsychology #thepsychologyguy https://www.youtube.com/watch?v=mlVhpPvid7E https://www.youtube.com/embed/mlVhpPvid7E 2026-05-28T14:00:14.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/64r6_IY98Hg 2026-05-21T14:42:48.000Z weekly 0.8 https://i3.ytimg.com/vi/64r6_IY98Hg/maxresdefault.jpg The Cruel Instigator: Why Some People Are WIRED to Enjoy Your Pain | Dark Tetrad Ep.4 The Cruel Instigator: Why Some People Are WIRED to Enjoy Your Pain | Dark Tetrad Ep.4 β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=64r6_IY98Hg https://www.youtube.com/embed/64r6_IY98Hg 2026-05-21T14:42:48.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/pIC7J485CF0 2026-05-14T13:58:50.000Z weekly 0.8 https://i3.ytimg.com/vi/pIC7J485CF0/maxresdefault.jpg The Corporate Psychopath: How They Rise to the Top (And How to Survive Them) | Dark Tetrad #4 The Corporate Psychopath: How They Rise to the Top (And How to Survive Them) | Dark Tetrad #4 β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=pIC7J485CF0 https://www.youtube.com/embed/pIC7J485CF0 2026-05-14T13:58:50.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/nzvU0oujOSo 2026-05-07T14:10:08.000Z weekly 0.8 https://i3.ytimg.com/vi/nzvU0oujOSo/maxresdefault.jpg The Puppet Master: How Machiavellians Manipulate You | Dark Tetrad The Puppet Master: How Machiavellians Manipulate You | Dark Tetrad β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=nzvU0oujOSo https://www.youtube.com/embed/nzvU0oujOSo 2026-05-07T14:10:08.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/1gWLKRaJDQw 2026-05-01T11:15:46.000Z weekly 0.8 https://i3.ytimg.com/vi/1gWLKRaJDQw/maxresdefault.jpg The Grandiose Mask: How Narcissists Survive & Thrive | Dark Tetrad The Grandiose Mask: How Narcissists Survive & Thrive | Dark Tetrad β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=1gWLKRaJDQw https://www.youtube.com/embed/1gWLKRaJDQw 2026-05-01T11:15:46.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/2HCPt_sazMw 2026-04-28T10:06:46.000Z weekly 0.8 https://i3.ytimg.com/vi/2HCPt_sazMw/maxresdefault.jpg Dark Personalities in Our Midst: Unmasking the Dark Tetrad Dark Personalities in Our Midst: Unmasking the Dark Tetrad β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=2HCPt_sazMw https://www.youtube.com/embed/2HCPt_sazMw 2026-04-28T10:06:46.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/JOjCeuIQB8A 2026-04-22T16:00:27.000Z weekly 0.8 https://i3.ytimg.com/vi/JOjCeuIQB8A/maxresdefault.jpg Understanding Your Personality: The Big Five Assessment (The Science of You) Understanding Your Personality: The Big Five Assessment (The Science of You) β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=JOjCeuIQB8A https://www.youtube.com/embed/JOjCeuIQB8A 2026-04-22T16:00:27.000Z yes no Dr. Nick Keca https://www.keca.co.uk/youtube/watch/ZRI_n6kbkhM 2026-04-21T10:32:44.000Z weekly 0.8 https://i3.ytimg.com/vi/ZRI_n6kbkhM/maxresdefault.jpg Why Your Job is Killing Your Personality (The Science of Emotional Dissonance) Why Your Job is Killing Your Personality (The Science of Emotional Dissonance) β€” watch on The Psychology Guy YouTube channel. https://www.youtube.com/watch?v=ZRI_n6kbkhM https://www.youtube.com/embed/ZRI_n6kbkhM 2026-04-21T10:32:44.000Z yes no Dr. Nick Keca