The Narcissist Boss

‘Half the harm that is done in this world is due to people who want to feel important. . .. They justify it because they are absorbed in the endless struggle to think well of themselves.’ T.S. Elliott

The imagined side eyes and murmurings noticed in passing and the alleged corridor conversations fed the managers  paranoia that people were undermining his authority. ‘There’s a conspiracy afoot! They must not do this to me it’s just not fair,’ he thought.

He reflected on the demands he made of staff, seemingly all heaped upon them at once that he told himself had nothing to do with his lack of organisation or paucity of leadership skills, but more to do with the system. Yes, it was the system letting everyone down. How could it be his fault? And then there were his offsiders who were green around the gills and wasn’t he trying to get them up to speed, to develop their leadership capacities? ‘No, it’s not me he thought.’ He would not dare to even contemplate that he could be at fault, he always found it hard to look at himself in the proverbial mirror.’ ‘Staff must understand the importance of my role,’ he told himself, and that ‘any suggestion that I can’t handle it is nonsense and must be quashed.’

He would remind staff that the 'broken system' was letting them down and that good things lay ahead if they would just trust him and believe his intentions were always for the common good. ‘I am proud of you all and have the utmost respect for you,’ he declared (in private he held everyone in contempt). Yes Leadership, with a capital L, (The 'L' Team as he called it) strove to improve productivity outcomes, and to maintain the standards that the enterprise had become renowned for in the local network. He was the big cheese now and he was in his rightful place, and everyone should defer to him.

He couldn’t appreciate that there was a disconnect between what he said and what he did, and others could see what was happening. Whilst they grafted within the confines of their office walls, they would observe or others would tell them of the meetings behind closed doors where he and his lieutenants would be sitting talking, laughing, and socialising. Word filtered through also that the capital 'L' team, would order in take away when the other workers had returned to their workstations after lunch and dined together away from the office hubbub.

It wasn’t a good look either that all would attend meetings and workshops outside the office together whilst a designated stand-in would be left to manage things alone. The grapevine had it that they would drop in for takeaway on their return to work for good measure. The message was loud and clear that the 'L' team was a group of privileged and entitled others who set themselves apart from the main group. Whilst the manager would call for collegiality, trust, and cooperation he acted otherwise, and a clear schism had developed between the haves and the have nots.

But whatever problems presented, however things went awry it was the system letting everyone down! And of course, the last geezer who ran the place, whose legacy still lay heavily on his mind the burden of which he carried like Mother Theresa of Calcutta would have. It was ‘his fault and I’m left to clean up his mess,’ he reminded himself ‘and people should be grateful.’

Others came to regard the manager as inauthentic, disingenuous, and conniving. What he said to one’s face wasn’t what he said behind the backs of many who at one time would have thought of him in a different light. He was jealous of others’ achievements and wouldn’t give due credit to them unless they were part of his circle of acolyte, deferring sycophant friends. Indeed, the 'L' team was regarded more of a friendship group than an inspirational, talented, and visionary team. Whilst he implored others to walk his talk, he didn’t and that was a problem.

The manager, others observed, formed a dislike or hatred even of those who appeared to be more talented, younger, or who were more popular than he. There was conjecture amongst many that several people over the years who had moved onto other jobs fitted that description. No, he wouldn’t have had anything to do with such shenanigans whilst he served under the former manager. Or would he? Some hypothesised that it was indeed the case!

His tone of delivery in speech and in writing was of a passive-aggressive nature, a disconnect between what was said and the behaviour observed. His passive-aggressive demeanour was characterised by the ‘silent treatment’ to purposely cause discomfort or an intentional lack of communication, ‘I’ve been meaning to come by and chat,’ he would say, when in practice it had always been the case that he avoided those he regarded as a threat to his coveted position of power and authority (dad would be so proud of me he'd often say to himself). ‘Our job is a difficult one, and we are in it for our clients and their families, and it can be burdensome, but let’s hang together for the common good’ he would declare before retiring to his office to naval gaze over his trials and tribulations, and the burden he must bear for others.

The trouble with having a narcissist office leader is that colleagues with different perspectives, opinions and ideas are seen as recalcitrant and counterculture, who seek to undermine the managers authority. ‘They should know that I know what is best. They just want to see me fail,’ he would think, on a loop in his head.

Narcissists are excessively selfish and possess a sense of misplaced altruism believing that bearing imagined afflictions (‘you don’t know how much I am hurting, but I can’t burden you with my suffering’) makes them an exception amongst mortals who believe they are irreplaceable.

The question is how does one deal with such self-focussed, delusional, entitled, and mean-spirited individuals? Ignore them? Allow them to take the credit for what is not theirs and just accept the status quo? The narcissist leader won’t like that others don’t see him as he sees himself and will offer platitudes of understanding and empathy whilst planning at the same time, your demise sometime in the future (I’ll get you when you least expect it!).

Moving on to another job is often the easier option. Why hang around a person who will never have your interests at heart? Unfortunately, it seems to be that our system promotes ‘leaders’ of this ilk, and those who are the narcissists' quarry are dismissed and scapegoated. Interesting isn’t it?

Yes, life seems unfair but somewhere along the line our narcissist, bully boss will have his comeuppance!

The Bully Principal

The setup

The teacher target became aware that things were different, that something was afoot, and she felt a sense of foreboding. A competent teacher was about to be systematically attacked by the people who were up to this point considered colleagues, friends. She started to feel isolated. She’d go to the staffroom and sit next to someone who would move when the principal came into the room. They were under instruction not to engage with their colleague as this would be seen to be siding with the ‘miscreant.’

'She started hearing negative things about her being circulated among the staff and other teachers soon began ignoring her in the staffroom'

Someone had concocted a ‘problem’ regarding a person on the staff which had to be ‘dealt’ with. Of course, such a problem was affecting the morale of staff etc. etc. and had to be 'nipped in the bud.' The principal and her acolytes actioned their plan. The school principal asserted that:

‘Serious claims by others had been made against her’

The consequences

Slowly her mind and body grew tired of the incessant innuendo and enforced isolation. Her colleagues wanted to protect themselves and in doing so became enablers; they allowed this to happen. The bully was in the driver’s seat and her sycophant co bully passengers went along for the ride.

'Initially I just started getting sick, getting colds, my immune system went into decline'

Her body was winding down as her immune system allowed opportune bugs to find their way in to cause sickness. Her health continued to decline. Things were so dire that she:

'Eventually tried to commit suicide'

Principals who bully:

‘Single out a target for constant criticism, can make unreasonable demands, and provide critical and inconsistent directions.’

The bully principal will have a right-hand person perhaps to take notes, to add to and embellish the narrative of ‘the toxic teacher.’ He or she has a job to protect, and the teacher target is just collateral damage.

The bully boss profile

The experience of this person is not unfortunately an isolated case. If you find yourself the target of the boss bully, there are ways you can tell if your boss is a bully. You can read an article called When Your Boss is a bully by Ronald E Riggio, who identifies eight tell-tale signs your boss is a bully:

1. Does your boss blame you for fabricated "errors"?
2. Are you given unreasonable job demands or goals?
3. Does your boss threaten you with pay cuts or being fired?
4. Does your boss insult you and/or criticize your abilities? Does this happen in front of others?
5. Are you excluded by the bully and his/her "henchpeople" or given the silent treatment?
6. Does your boss yell, scream, or curse at you?
7. Does your boss inconsistently enforce rules?
8. Does your boss deny or discount your accomplishments and/or take credit for your success?
9. They have ‘eyes and ears,’ someone who reports what they see and hear.

If you want to find out more about workplace bullying, you may find these websites useful.

https://www.psychologytoday.com/au/blog/cutting-edge-leadership/201002/is-your-boss-a-bully-take-this-test

https://www.hracuity.com/blog/how-to-identify-exclusion-in-the-workplace-5-examples/

https://humanrights.gov.au/our-work/employers/workplace-bullying-violence-harassment-and-bullying-fact-sheet

Safe Work Australia

Heads Up

Health Direct

Human Rights

Giulio is an ED.D. candidate at the University of South Australia. He is a student counsellor in the public school system and specialises in Rational Emotive Behaviour Education. He is also a consultant to schools in counselling-based behaviour education systems in school. He is the author of two self-published teacher/counsellor resources; People and Emotions and Have a Go Spaghettio! both endorsed by Dr. Albert Ellis, creator of Rational Emotive Behaviour Therapy. He is a member of the International Committee for The Advancement of Rational Emotive Education.

 

Breaking Approval Dependence (BAD)

 

Written by a past member of Approvalists Anonymous (AA), a support group for those who are at risk of becoming ‘love slobs.’ An REBT perspective (Rational Emotive Behaviour Therapy) on this debilitating psychological impediment to happiness and success.

‘I need to be needed. (Oh no you don’t!)’

‘It’s been two weeks since I sat and stewed about how an insignificant other esteems me,’ proclaimed the primary school teacher to the others in the group. Everyone nodded their approval of the reforming approvalist before them, and their fortitude grew as the teacher expounded their newfound belief; ‘what I think of me is more important than how you might assess my personhood.’ ‘Bravo!’ They exclaimed in unison as the AA member added, ‘what you think of me is none of my business!’ As the AA member emerged from the meeting into the cool autumn night, they thought to, ‘I approve of me, and I’m OK no matter what!’

To break a habit of a lifetime is no easy task. There are a few steps to Breaking Approval Dependence (BAD) and it takes considerable focus and energy to move into the zone of unconditional self-acceptance, where you will be inclined to automatically respond to criticism in a healthy and rational way so that your new and rational sense of who you are stays intact. It is essentially a question of finding out why you feel extra sensitive to criticism; what irrational, nonsensical habits of thinking have you constructed over time? Can you challenge their veracity with the clarity of reason and fact, and not indulge in fanciful notions and imagined, pie in the sky concocted ideas?

‘If you have constructed irrational ideas about yourself, you can deconstruct them!’

Our teacher friend discovered that whilst they might prefer the approval of others, they didn’t need it to consider themselves worthwhile. They understood that this was a belief constructed over time, a thinking rule that was fed by those closest to them. They learned to depend on the approval of those who pinned labels of good, bad, clever, dumb on them, words that could define their worth as human beings.

‘I must not fail, or I’ll let my parents down. They will be disappointed.’

Once they understood that words, positive or otherwise, couldn’t define them and they accepted this to be true, they then began to feel better about situations that might challenge their sense of self. And of course, there was the homework. How else can you deconstruct and replace bullshit ideas about yourself without constant vigilance and introspection? Our teacher made time each day to reflect on the day, mindfully reviewing happenings and their emotional and behavioural response to them. Were they measured? Did they reflect their new ideas about their ‘self?’ Or did they react in a more neurotic manner? Do they remind themselves each day that they are not the opinion of others, and they are not their failings nor are they, their triumphs?

‘Irrational ideas can breech our psychological defences if we are not vigilant.’

The reforming AA teacher understood the power of confidence and self-belief. Each day started with a simple affirmation that no matter what happened, no matter how their foundation belief of unconditional self-acceptance was challenged, they would remain firm in this belief.

‘I’m OK even if others think otherwise.’

This simple statement of self-worth would become in time, an unbreakable and unbreachable belief that would help them forge ahead in their personal and professional world. But there was other work to be done.

The teacher thought, ‘if I’m OK no matter what, and people’s opinion of me, good or bad cannot define me then I want to prove this to be true. I want to put myself in a situation of great discomfort, to challenge myself doing what, until this point, I would always avoid doing.’

‘What risks will I take. How will I walk my talk?’

The teacher liked maths and had some teaching ideas about engaging students, especially those who would recoil at the thought of studying something that they had decided they were no good at. Rather than engage in self-talk that would diminish the teacher’s capacity to successfully present useful ideas to peers in a confident manner the teacher would quietly say:

‘I can do this, and I have the information and the capacity to relate my ideas to others successfully.’

The teacher competently conveyed how maths could be taught in such a way that students of all ages could engage with it. The feedback was positive, and it was particularly pleasing that teachers would adopt the ideas their colleague presented to them, and they would report how successful and effective they were in stimulating student interest and improving maths competency.

‘The teacher continued to seek ways in which their confidence could be tested, professionally and personally.’

One day the teacher stopped for a moment, just after presenting a kickarse workshop on constructivist theory and early childhood acquisition of academic confidence, to reflect on how far they had travelled. The teacher thought, ‘I’ve taken a few risks over the past couple of terms, and I’ve done well in some challenges and not so in others. BUT I am not too scared to try, to put myself at risk. And you know what? I don’t question my worth based on how others might view me or how well or badly I do at stuff. I judge my actions but not myself.’

Unfortunately, the teacher still operated in an environment where ‘who you are’ and not how competent you might be, determined a person’s prospects of promotion, their worth to the organisation.

‘I don’t need their approval (though I may desire it) to know I’m a worthwhile person and teacher.’

The teacher continued to develop confidence and capacity to teach and to professionally develop others. A new job opportunity eventually enticed the teacher away to another position that was better paid; where competency, knowledge and integrity were valued over sycophancy and mediocrity.

On the teachers last AA meeting, group members stood and applauded the teacher who again declared to all that:

‘I have reached a point where I automatically think in positive, rational ways that help me deal with challenges successfully. I can deal with disappointment and criticism in a much healthier way. I am no longer at the mercy of others approval. I approve of myself.’

NB ‘Love slob’ is a term coined by the creator of Rational Emotive Behaviour Therapy, Dr. Albert Ellis. Approvalists Anonymous is a made-up term and doesn’t exist.

Giulio is an ED.D. candidate at the University of South Australia. He is a student counsellor in the public school system and specialises in Rational Emotive Behaviour Education. He is also a consultant to schools in counselling-based behaviour education systems in school. He is the author of two self-published teacher/counsellor resources; People and Emotions and Have a Go Spaghettio! both endorsed by Dr. Albert Ellis, creator of Rational Emotive Behaviour Therapy. He is a member of the International Committee for The Advancement of Rational Emotive Education.

 

 

 

'Do you need an ambulance?' When small problems seem like catastrophes

A teacher colleague invested a lot of time teaching her year 3 students that thinking, feeling and behaving were all interconnected. As Albert Ellis, creator of REBT said (I paraphrase here):

‘We make ourselves more anxious than we need to be when we think events and things are worse than they really are.’

The teacher did a lot of groundwork to persuade her young group that they make themselves more upset than they need to be. She read books that had characters who helped themselves get better when they changed the way they thought about something. She reminded them often that it was their/our estimation of an event, how we thought about it that was key. ‘If they came to know this they can do something constructive about their discomfort,’ the teacher thought.

She changed her language; rather than asking ‘what makes you angry?’ she would say ‘what are you thinking about what happened that’s making your feelings so strong?’ She didn’t say ‘don’t be angry’ either as she knew her students couldn’t ‘be’ the feelings they were feeling.

How many times do we say ‘it/they/she made me angry?’ Can something ‘make’ us as angry as we feel? And the claim ‘I am angry?’ Does the assertion ‘I am scared’ make sense? Can I ‘be’ the feeling (s) I experience? Food for thought eh?

‘Message to self,’ the teacher would say inside her head:

"Teach the think – feel – do connection. Stop saying ‘it’ makes ‘me/you’ angry. Stop saying ‘good boy/girl’ (doesn’t make sense)"

So the teacher had done a great job of teaching the students that their estimation of events, their perception of what’s happening, had made the strength of emotion they feel about an event and not the thing/event itself. She had acquainted them with the notion that they could have a fair amount of control over how they feel and the actions they take. She asked them questions like:

‘What’s stronger; angry or upset?

Do I feel angry or am I angry? What’s the difference?

‘You make me sad!’ What does this mean? Is there another way to say this?’

 

The classroom discourse moved away from person specific to more behaviour or competency specific i.e. she addressed behaviour and not person in her feedback. She taught her students that what they did was up for assessment but their essence or personhood was not. She weaned herself off of using person specific terms like; good boy/girl, naughty, smart, cute etc. and focused more on what the children did. She was mindful that a person’s worth was a given, that they were always worthwhile whether they did ‘good’ or did ‘bad.’ “Doing ‘bad’ can’t make you ‘bad’” she would start each day by saying and she would add “doing ‘good’ doesn’t make you good either. You are always worthwhile!” This was a constant reminder to students that their ‘okayness’ wasn’t attached to someone’s assessment of their person.

She began to notice that those children who were generally withdrawn or lacking in confidence began to try new things. Some were putting their hands up more to ask questions; they were taking more risks. She asked herself why? But she knew why didn’t she? It was the new and developing regime she had introduced based on the philosophy that:

“People are not disturbed by things, but by the views they take of them.” Epictetus

Her children began to understand that big problems were only as big as they thought or imagined them to be. If a problem was big or not was a decision they could make by assessing its ‘badness’ against other possible happenings. She helped each child to construct their own ‘catastrophe scale’ where possible problems could be organised according to how ‘bad’ they were.

So back to the title of this piece and the ambulance reference. The children were asked in many different situations if what was happening was as bad as they thought it was. Some children referred to their hard copy catastrophe scale (CS), whilst others used the one they carried inside their heads; their virtual CS. If Sofia said ‘I don’t have my hat today and it’s a massive problem because I have to stay in the shade at playtime,’ her CS would tell her that there are far worse things that could happen and her teacher would say ‘Sofia, is it so bad that I should call an ambulance?’

 

  

Flowery Fawning Language - an REBT perspective

Flowery language is:

‘designed to have a persuasive or impressive effect, but which is often regarded as lacking in sincerity or meaningful content.’

Dr. Albert Ellis was an efficient person by all accounts and was careful to say what he meant in his writing without employing unnecessary hyperbole or using grandiose and convoluted ways to impress his audience. He didn’t need to nor did he want to.

Einstein said if you can’t explain something in simple terms you may not understand it. He encouraged people to:

“Make things as simple as possible, but no simpler.”

This is not as easy as it sounds and requires effort and consideration.

Schmaltz is another term that comes to mind to describe language used to ingratiate oneself with others; to over empathise. Sentimentality overload!

What can be the purpose of these flowery utterances in an REBT sense? What would Dr. Ellis make of those inclined to fawn over and to flatter others excessively? At which point does the message become meaningless and insincere?

Fawning is the:

‘use of people-pleasing to diffuse conflict, feel more secure in relationships, and earn the approval of others.

The latter, to earn the approval of others, is a salient point to consider in the ‘love slobbism’ stakes. Dr. Ellis’ principle of unconditional self-acceptance describes a predisposition to believe that one is worthwhile no matter what. This psychological bulwark keeps the individual in a state of ‘ ‘OK-ness’ meaning that if people don’t approve of you or you happen to fail at something your worth cannot be diminished, unless you allow it to of course!

The ‘flowery fawner’ or the one who characteristically entreats others to like or approve of them via excessive flattery are at risk because when such approval is not forthcoming the subject is rendering themselves psychologically unwell. Why? Because their sense of worth is tethered to how others esteem them. Ellis said:

So look out for this kind of attitude in yourself or others as you may knowingly or unknowingly be leaning on others too much for your sense self-worth. Consider the following to keep yourself sane:

• What am I saying and why am I saying it?
• Do I need the approval of others to be worthwhile?
• Learn to be more self-accepting? How?
• Try new things and test my resilience if I fail or others don’t approve of me.
• Remind myself daily that what I think of myself is more important than what others think.
• Remind myself to care about what others think about me but not to care too much.

Any others?

 

"The world is neither for you nor against you. It doesn’t give a shit!"​

When I think about this Albert Ellis quote I think of how I have at times been ‘shackled’ to the belief that somehow the Universe is looking out for me and that it should give me what I want; what I believe I need. Such an arrogant position assumes that I’m so important that the universe should always meet my wants and needs; to take care of me and always give me what I must have. I can hear Dr. Ellis say:

‘Well good luck with that horseshit. Let me know how it works out!’

Eleanor Roosevelt said:

‘You probably wouldn’t worry about what people think of you if you could know how seldom they do.’

Again why should other people regard us as we believe we should be regarded; that they meet our need to be noticed and acknowledged, liked or loved?

Dr. Ellis said that we can elect to healthily prefer that significant others esteem us and look upon us favourably, which is a rational perspective according to REBT. In doing so, we acknowledge that there will be those who won’t and we can choose to learn to accept this reality unconditionally. This sensible, self-helpful view, reminds us that the universe will not always deliver to us what we absolutely demand it should, but if we accept that, we will feel better about things, especially when they don’t go our way.

Conversely, to over rely on the approval of significant others to believe we are worthwhile, is taking us into the realms of irrationality or as Dr. Ellis would say, ‘love slobbism!’  This is where our attitude of preferences, transform into ‘must’ thinking; we must get what we believe we must have! Dr. Ellis determined that one who has forged such habits of thinking and believing has developed the debilitating condition of ‘musturbation;’ the tendency to elevate our preferences, wants and desires to ‘must, ought and should’ status!’ What did Karen Horney say?

'Beware the 'tyranny of the should'!

Dr. Ellis also reminds us that whenever we begin to think that someone or something is ‘making’ us angry or sad we are thinking irrationally, as it is our own unrealistic ‘musturbatory’ expectations of life and others that are driving our emotional unease. Do we prefer things to be as we would like them to be or must we get what we must have and is it a catastrophe when we don’t?!

'When people change their irrational beliefs to undogmatic flexible preferences, they become less disturbed.' Albert Ellis

Christopher Hitchens the late renowned author, essayist and sceptic, debated many an opponent, who claimed that his views were offensive and that their feelings were somehow hurt by the points he made in argument against them. His adversaries, in making such a claim, would be met by the classic Hitchens retort:

‘What’s your point? So your feelings are hurt, so what! How does this constitute an argument!’

He would have agreed with Dr. Ellis that people make the intensity of the emotions they feel by the way they might perceive or assess a situation. They hurt their own feelings! As Epictetus said all those years ago:

'People are not disturbed by things, but by the views they take of them.'

What might have Mr. Hitchens’ ‘musturbating’ rivals been thinking? Ellis would say:

‘They were rubbing themselves the wrong way!’

The big bang set the evolution of the Universe and life as we know it in train, and as it expanded chance would have it that a convergence of molecules, carbon atoms and other elements gave rise, in time, to the phenomenon known as Dr. Albert Ellis. How serendipitous! Maybe the World does give a shit after all! 

My Toy is Broken and So Am I!

Dr. Albert Ellis uses the term ‘upsetness’ to describe a persons’ emotional discomfort when something unwanted has occurred. He says the intensity of the person’s ‘upsetness’ is not caused directly by the event or happening itself. Of course the event has a bearing on the emotional and behavioural outcome but that’s not the whole story.

Dr. Albert Ellis, creator of REBT

A young 7 year old student at my school was out of sorts; crying and quite inconsolable. After a while when he had gathered himself a little, we began to chat about what had happened. His favourite squishy toy had a small puncture and it was oozing its white fluid contents.

He clearly saw this as a significant unwanted occurrence that initially triggered extreme emotional discomfort. Why did he feel as he did? Or more specifically why was his emotional response to the situation so extreme?

Firstly, why is the child’s emotional response considered extreme? We can agree that the child was feeling upset but perhaps that may not best describe the intensity of his upset. A word that comes to mind is ‘distraught’ to describe his emotional state and this would register pretty high up on the emotional thermometer, where upset might rate lower.

The Emotional Thermometer

To feel annoyed or upset is, according to REBT (Rational Emotive Behaviour Therapy), a healthy negative emotion in that it doesn’t render the person incapable of going about their daily business. The situation would be deemed a minor inconvenience rather the catastrophe it appears to be in this case. Distraught, conversely, is regarded as an unhealthy negative emotion in that the person experiencing it may be disabled for a while; so upset they can’t go about the normal day to day things they would ordinarily be doing.

So why ‘distraught’ and not ‘upset?’ REBT describes a habit of thinking called ‘catastrophising’, where the person believes that what has happened is indeed a catastrophe; the worst thing that can ever happen! This is true for this young child, as at that moment in time he believes that the fact his squishy toy is broken is so awful a happening that he cannot abide the reality (to him) that it has happened.

Dr. Ellis explains when a person has constructed a belief that ‘things must always be as I want them to be’ and that it’s ‘not fair when they don’t and that it’s the worst thing that could ever happen!’ they will find themselves feeling distraught rather than upset when things go awry. Indeed, it may be so bad and awful (awfulising) that it cannot be tolerated (Icantstandititis!). It may be or become a characteristic of that person’s general disposition; something peculiar to him.

Ellis believed we are the architects of our own misery or happiness because we construct the beliefs that underlie our emotional and behavioural dispositions. If it is that this young child is constructing a self-defeating belief like ‘things must always be as I want them to be’ how can this be addressed? What can the educator, carer, counsellor do?

Constructivism

If we accept that our young students’ emotional and behavioural responses to unwanted events is due to his developing (in construction) beliefs about how the world ‘should’ work then we may be able to help him deconstruct and rework those ideas and perspectives to accommodate a more rational world view.

After the young person had gathered himself we talked about the possibility that even though his broken toy constituted a major disruption to his life, could he help himself feel better now and if other ‘bad’ things happen again?

• v  We established that what happened was true (a fact) i.e. his toy was broken.
• v  We agreed that we both thought the toy was broken and that others would also agree with us.
• v  We talked about what he thought about what happened and decided that this was not true for everyone; not a fact, because different people would think differently about it.
• v  We talked about other bad things that can possibly happen e.g. hurting his leg, his dog falling ill etc. and we constructed a list of possible problems. We constructed a catastrophe scale.
• v  We talked about where the broken toy event fits in the scale and we agreed that it registered far below other more serious possible happenings.
• v  We agreed that his broken toy event was not the worst thing that could happen and it wasn’t a catastrophe.

We wrote down old thinking and new thinking as follows:

• v  Old thinking: ‘My toy is broken and it is the worst thing that can ever happen. It shouldn’t have happened and I can’t stand it.’
• v  New thinking: ‘My toy is broken but there are other worse things that can happen. This is not the worst thing can ever happen and I can stand it’ (I accept it has happened).

Old thinking: Distraught. New thinking: Upset

The young person would have to work on himself because his default position is ‘things must be the way I want them to be’ but as time goes by and he works hard to remind himself, the ‘distraught’ emotional events will become rarer as he reconstructs his new, more robust way of thinking and believing!