1
Research Paper: Narcissistic Leadership
LeeAnn Martina
Liberty University
CJUS 610: Leadership, Ethics and Policing
Dr. Yuri Tuppince
September 21, 2025
Abstract
Leadership is a vital portion of shaping organizational culture and effectiveness. This
paper explains and compares narcissistic leadership with covenant leadership by highlighting
the difference and also their long-term outcomes. Narcissistic leadership is when a leader is
overly interested in self-admiration, manipulation, lack of empathy, authoritarian, and
hypersensitive. These leaders produce short term gains; however, they do not sustain long term.
In contrast, covenant leadership emphasizes integrity, empathy, accountability, and service.
With roots in biblical principles, covenant leadership cultivates trust, promotes collaboration
and organizational health. Ethical leadership and community trust is essential with law
enforcement agencies, therefore allowing the switch to a more covenant leadership style is the
only way to promote success long term. This paper applies these concepts to a police
department that was previously shaped by narcissistic leadership and proposes a change that
guides the organization into a covenant leadership style.
2
Introduction
Leadership is one of the more influential factors that shape the culture, ethics and
general direction of an organization. Many scholars recognize the effectiveness of leaders who
are both confident and charismatic, however the rise of narcissistic leadership has revealed
damaging tendencies (Choi & Phan, 2022). Narcissistic leaders usually create environments that
are overrun with fear, exploitation with an unethical foundation that can temporarily halt
productivity and disintegrate trust and stability. On the other hand, covenant leadership is the
exact opposite and emphasizes integrity and service all while embracing a grounded leadership
approach in accountability and well-being. Within the context of law enforcement, leadership is
especially crucial because the attitude and actions of an officer directly impact community
relations and trust. Both narcissistic and covenant leadership have their impacts on
organizational culture. Although narcissistic leadership may achieve short term results, it is
embedded with toxic culture that ultimately damages trust and ethics. On the other hand,
covenant leadership emphasizes integrity in service which creates a sustainable structure that
has roots in accountability and biblical ideology. To transform a police department from a
narcissistic style leadership to a covenant style, change must include leadership development,
cultural reform and mission realignment. By embracing ga covenant leadership, community
trust towards officers can be rebuilt and reestablished.
Narcissistic Leadership
Narcissistic leadership can be defined as a leadership style in which individuals of higher
authority positions exhibit narcissistic personality traits that consume their organizational
decision making and relationships. This concept is backed in psychological research on
narcissism, which is a personality trait that entails entitlement, lack of empathy and obsession
3
with personal success and admiration as well as a lack of empathy, (Mitra, Torrico & Fluyau,
2024). When these traits manifest into leadership, this shapes the culture and the operations of
the institution in many detrimental ways. Though narcissistic leaders usually do not meet a full
clinical diagnosis for narcissistic personality disorder clinically, the behaviors they emit reflect
the same tendencies on an organizational scale. There are several traits displayed by narcissistic
leaders that influence organizational dynamics such as self-admiration, charming, manipulative,
unempathetic, authoritarian structured, and hypersensitivity. Each trait typical serves as a way
for said leader to gain and maintain power, but whenever all coupled together this creates a
leadership style that is highly damaging to the organizational culture.
Narcissistic leaders are driven by the feeling of self-importance and an obsession with
their own accomplishments. Achievements are oftentimes exaggerated and expect others to
affirm their superiority through recognition. This self-admiration can project a sense of
confidence at first which can attract followers, however over time attention diverts away from
organizational goals and are usually redirected towards the leader’s personal objectives,
(Seidman, Shrout & Zeigler-Hill, 2020). This happens a lot in higher stake organizations where
leadership is essential and decisiveness is valued, such as within law enforcement agencies.
Unfortunately, police officers have stressors that fall under two categories: operational and
organizational, (Kukic, et.al, 2023). When having leaders that are not aware of these stresses
due to being preoccupied with themselves, that becomes dangerous both internally and
externally. As a result of self-admiration, decisions that should be prioritized for community
safety are filtered through the leader’s self-desire which ultimately puts the community at risk.
An interesting contradiction of narcissistic leadership is the ability to perceive
themselves as charismatic while being manipulative. Narcissistic leaders utilize their social skills
4
to ensure loyalty by persuading others that they have a visionary plan. However, it is all a
façade, only acting to hide self-serving motives. Those who are compelled by the charisma may
later realize that it was all a façade and they have been manipulated into supporting decisions
that ultimately benefit the leader more than the organization. By exploiting relationships,
leaders have the ability to maintain their power and suppress opposition. However, one of the
most potentially dangerous traits for an organizations narcissistic leader to have is the lack of
empathy. Leaders that do not have any concern for the well-being of their employees often view
them as tools rather than valued members of said organization. When there is a lack of
compassion, this contributes to the toxic workplace environment that is entwined with stress
and burnout leading to depersonalization, low accomplishment and high turnover rates, (Dong,
Zhang, Wu & Cao, 2025). Within law enforcement agencies, officers may feel unsupported in
high risk, dangerous situations which lead to a lack of morale and commitment to ethical
policing. If a leader has no empathy, there is no way to foster a true authentic collaborative
environment in order to ensure long term organizational success, (Baker-Eck, Bull & Walsh,
2020). On the other hand, narcissistic leaders to try gravitating towards authoritarian style
practices. Leaders like this view disagreements with their decisions as disloyalty and usually try
to retaliate against those that question their authority. This style of leadership may create short
term compliance; it does eliminate diversity regarding perspectives and innovation. Regarding
law enforcement agencies, an authoritarian style leadership only further promotes aggressive
practices and psychological injuries that actually harm the community and dissolve trust by the
public, (Simmons-
Beauchamp & Sharpe, 2022). Over time this creates a culture within the organization filled with
fear instead of a more collaborative workplace which can damage internal and external
5
legitimacy. Even though narcissistic leaders present to be confident and expect superiority,
there is often a sense of self esteem issues. Leaders that are narcissistic will usually react
negatively or defensively towards criticism whenever their authority is being questioned or
challenged. This hypersensitivity discourages honest feedback, and employees actually fear to
raise any concerns due to retaliation results. In 2021, the rates of retaliation complaints from
the Equal Employment
Opportunity Commission were at an all-time high of 56% of complaints, (Lam, Falcon, & Merhill,
2023). Organizations that have narcissistic leadership often are unable to provide consistence
and grow due to a lack of accountability. Since, in this case, the leader’s ego becomes a major
barrier to growth and development, the organization fails to thrive and evolve naturally and
progressively.
Narcissistic leadership may produce short term organization goals and from the outside
look appealing due to the leader’s charisma and need for recognition. However, the defining
trait of a narcissistic leader only has the ability to produce long term effects to both the
organization and the community. Regarding policing, ethical leadership is crucial in order to
maintain community safety and trust as well as ensuring accountability. The dangers of
narcissistic leaders in a law enforcement agency can be debilitating and severe. Narcissistic
leadership only represents a destructive model that taints organizational health, productiveness
and legitimacy.
Covenant Leadership
Covenant leadership is a philosophy that is grounded in ethical responsibility to others
based upon trust, purpose and faithfulness. A covenant leader does not view their followers as
tools for success of their organization but rather as partners in achieving whatever goal with
6
roots in integrity and accountability. This leadership style has ties with the biblical concept of
covenant, in which commitments are not easily broken, and relationships are founded upon
mutual respect, responsibility and morality. Covenant leadership goes further as a concept by
emphasizing moral obligation with mutual accountability. The covenant leader acts as a servant
guide as well as a steward of the organizations mission and people. Covenant leaders are
trusted, pure leaders that highlight long term trust over short term success.
Covenant leaders are typically grounded by heir humility and ability to recognize that
leadership is about serving others rather than oneself. Assuming humility enables leaders to
know their limitations, seek advice and even celebrate others success. When a leader is
humbler, there tends to be a best culture in the work environment that fosters collaboration
and growth. This is due to employees feeling safe and secure with their contributions without
the fear of a narcissistic leader. Regarding law enforcement agencies, humility allows officers to
be held accountable for any mistakes, to listen and learn from other officers and authentically
engage with the community. By embracing humility, leaders are also able to reflect upon Christs
viewpoint of leadership as service. With humility comes integrity, which is another defining trait
of a covenant leader. Leaders who instill integrity in their work environments consistently align
their actions as well with moral and ethical principles. The resistance of corruption, act
transparently and prioritize doing what’s morally right is embedded into the mind of a covenant
leader. With law enforcement agencies, trust is often shaky, and integrity is indispensable for
restoring confidence. Ensuring promotions, discipline and policies are carried our fairly as well
as reinforcing culture of justice are all traits of covenant leaders towards their employees and
subordinates. In order to ensure a great relationship between leaders and their subordinates,
covenant leaders must be empathetic to those around them to understand their needs,
7
aspirations and struggles. By demonstrating empathy that fosters loyalty and engagement
within organizations. Regarding law enforcement agencies, being empathic allows leaders to
understand and recognize stress and trauma that many officers experience to be able to offer
support. On the community side, law enforcement leaders can also extend their compassion to
ensure that each person is treated with basic human decency. In order to truly support the
community, covenant leaders must be committed to accountability. By welcoming feedback,
admitting mistakes and ensuring structure transparency and responsibility can be upheld.
Covenant leaders understand that accountability is essential in order to support a healthy
organization. In regard to law enforcement agencies, accountability is crucial to maintain public
trust and ensure ethical and legal standards are upheld and maintained. Accountability not only
fosters organizational strength but also promotes community healing and safety. Lastly, in order
to truly serve the community, covenant leaders must have a commitment to serve others.
Embracing the responsibility of stewardship and prioritizing the growth of those under them is
indispensable. Instead of pushing for personal recognition and goals, success if measured by the
achievements within the community and other employees. With law enforcement agencies,
prioritizing justice and trust of the community instead of just personal praises is what a
covenant leader does.
Covenant leadership may produce prodigious organizational benefits. Utilizing humility
and integrity covenant leaders are able to establish trust from their subordinates and
community which also reduces the potential of corruption. Having empathy and leading
through service not only builds loyalty and increase motivation of employees but also leads to a
lower staff rate, less chance of burnout and higher morale. It is said that police officers have
about twice the occurrence of PTSD and depression, Santre, 2024). Maintaining accountability
8
ensures that long term sustainability of the organization is possible. With law enforcement
officers, being a covenant leader means showcasing transparency which only strengthens
community relationships. The stakes include not only organizational performance but also a
reliance on community trust and justice. A covenant leader provides a great redemptive path,
rooted in biblical ideology and values. Covenant leadership provides a great foundation for
maintaining a sustainable organization.
Organizational Impact
Change Plan
Reframing and transitioning a police department that is currently shaped by narcissistic
leadership into one guided by covenant leadership principles is a challenging, yet redemptive
process. Mission statements under a narcissistic leader often focus upon power, authority and
control while highlighting statistics based upon crime patterns. To reflect covenant leadership,
the mission statement must be reframed to focus upon service, justice and the community as a
whole. A revised mission statement would be to: protect and serve the community with
integrity, accountability and compassion all while being committed to justice and fostering trust,
(Irwan, Hon Tat, & Yasin, 2024. The shift of this mission statement shows that the department is
not driven by personal agendas but by ethical responsibility and trust. Focusing on dismantling
an authoritarian agency is an approach that would be well received by both internal staff,
officers and the community.
Organizational change requires both reforms structurally and symbolically. Some
changes may seem so small but are actually monumental for long term growth and
transformation. For example, starting with open communication with the community is vital to
9
regain and maintain trust with the agencies. I would host a town hall style meeting where
anyone can voice their concerns or suggestions. This would hopefully show accountability and
the openness for change which dismantles a fearful culture that a narcissistic leadership often
creates. Furthermore, hosting a coffee with cops even would be highly beneficial. This is to
ensure that the community has the opportunity to meet the people that are supposed to be
protecting the community, not against the community. Regarding the community, it is vital that
officers are shifted towards community engagement rather than away from. There should not
be an emphasis on arrest numbers but rather focus upon engagement, teamwork and
upholding ethical framework. To do this, there has to be extensive, engaging and informative
training for officers. The introduction of mandatory workshops that explain the views of a
covenant leader, focusing upon ethical decision making is essential for officers to shift their
mindset. By educating supervisors as well on the updated principles, the department can lay the
foundation for cultural change and growth. However, it is also essential that officers have
support, which is something they are not used to under narcissistic leadership. Having
implementation of services such as chaplaincy, mentoring and even counseling services will
show that the agency is now shifting to an empathetic view of officers. Smaller initiatives start
to cultivate trust and show that there is a new leadership style in order to prepare both the
community and officers for further transition.
In order to have a significant, lasting impact, there must be larger scale changes to weed
out the narcissistic tendencies. To start, there must be a redesign of policy to shift towards
ensuring transparency and accountability. A revision of the previous forceful policies, complaint
process and disciplinary actions must be changes in order to reflect justice. Implementing
transparency initiatives, like publishing data on officer conduct can further showcase covenant
10
leadership. Internally, there also must be redesign of officer evaluation systems. Officers should
be evaluated on their ability to engage with the community, build trust, mentor others and
uphold ethical standards of the department. Promotions and evaluations should not be based
upon seniority, but integrity. To shift officers’ mindsets from narcissism tendencies and train
future leaders in covenant leadership principles, there must be changes to the police academy.
The academy should emphasize accountability and community partnerships to ensure that the
next generation of officers and leaders do not become or replicate the narcissistic styles of
many departments. Lastly, ensuring that community partnerships are strengthened and aligned
to show accountability and trust. Relationships should be formed with churches, nonprofits,
local community organizations, and even schools to build trust and safety. This demonstrates
that the department also views itself as part of the community, rather than above it. These
larger scale reform tactics ensure that covenant leadership becomes the main focus upon the
departments structure and foundation.
With shifting focus away from narcissistic leadership, there are both challenges and
successes. Resistance will likely arise from officers who previous thrived under the narcissistic
leadership style who may fear losing power or status. Supervisors may resist accountability,
instead interpreting the reform as a threat to their authority. Community members may at first
be skeptical, doubting if the changes are genuine or a show. These pitfalls are the reality that
transformation does require both consistency and time. On the other side, if implemented
faithfully, covenant leadership can produce significant success for both the department and
community. Officers are likely to feel a reduction of stress which leads to a commitment to the
mission since they feel more valued and supported. Public trust in the department will increase
once community members see the evidence of accountability and justice in daily policing
11
practices. Over time changes such as these has the potential to lead to a reduction in
misconduct, increase partnerships and strengthen ethical reputations. Ultimately these larger
scale reforms ensure that covenant leadership becomes the foundation of the organizations
structure and culture. This reflects the biblical call noted in Micah that one must, “Act justly and
to love mercy and to walk humbly with your God,” (Micah 6:8, New Inetnational Version, 2011).
By grounding organizational change in these principles, the organization not only rebuilds trust
with the community but ensures justice and compassion daily. By engaging in a Christian,
covenant-based leadership style, there is room for organizational health to sustain and growth
to ensure that both the future and current leaders engage in a culture of service and integrity
rather than one of selfinterest.
Conclusion
Transforming and reframing a police department that is currently under narcissistic
leadership into one that is grounded in covenant leadership principles is a challenging yet
rewarding process. There has to be a dismantling of current principles that are built on gear,
pride and self-interest and replace it with one rooted with service, accountability and humility.
This does not come without obstacles, however when correctly adapted, covenant leadership
offers a sustainable path. Narcissistic leadership can be effective short term; however, the
destructiveness is unsustainable for long term growth. Covenant leadership is grounded in
biblical truth and supported with modern day leadership research. With policing, where lives
and justice are at stake, the transition from narcissism to covenant leadership is vital.
12
References
Baker-Eck, B., Bull, R., & Walsh, D. (2020). Investigative empathy: a strength scale of empathy
based on European police perspectives. Psychiatric, Psychology, and Law, 27(3) 412-427.
10.1080/13218719.2020.1751333
Biblica. (2011). The Holy Bible, New International Version.
Choi, Y., & Phan, W. (2022). Narcissistic leaders: The good, the bad, and recommendations.
Organizational Dynamics, 51(3). https://doi.org/10.1016/j.orgdyn.2021.100868
Dong, M., Zhang, X., Wu, L., & Cao, F. (2025). Exploring the bidirectional relationship between
job burnout and empathy in nurses: A longitudinal study. Patient Education and
Counseling, 130. https://doi.org/10.1016/j.pec.2024.108445
Irwan, I., Hon Tat, H. Yasin, I. (2024). The Relationship between Full-Range Leadership
Styles and Police Integrity. International Journal of Academic Research in Business and
Social sciences, 14(9). 10.6007/IJARBSS/v14-i9/23021
Kukic, F., Steetman, A., Heinrich, K., Popovic-Mancevic, M., & Koropanovski, N. (2023).
Association between police officers` stress and perceived health. Journal of Policy and
Practice, 17. https://doi.org/10.1093/police/paad058
Lam, M., Falcon, A., & Merhill, N. (2023). Preventing and Addressing Retaliation Resulting from
Sexual Harassment in Academia. Washington, DC: The National Academies Press.
https://doi.org/10.17226/27362.
Mitra, P., Torrico, T., & Fluyau, D. (2024). Narcissistic Personality Disorder. In: StatPearls.
Treasure Island FL: StatPearls Publishing.
https://www.ncbi.nlm.nih.gov/books/NBK556001/
Santre, S. (2024). Mental Disorders and Mental Health Promotion in Police Officers,
Health Psychology, 12. https://doi.org/10.52965/001c.93904
Seidman, G., Shrout, P., & Zeigler-Hill, V. (2020). Journal of Research in Personality, 89.
https://doi.org/10.1016/j.jrp.2020.104022
Simmons-Beauchamp, B.. & Sharpe, H. (2022). The Moral Injury of Ineffective Police
Leadership: A Perspective. Frontiers in Psychology, 13. https://doi.org/
10.3389/fpsyg.2022.766237
