Interesting article, it's comforting to know that there is terminology for this type of behaviour. I think that we need to identify this and educate others in order to move forward.

Great articles about taking a stand and speak your mind at all costs.

This has been my way of doing things already, sometimes it lends me in hot water more especially when the dysfunctional person is my direct line manager and there's is not willing to accept fault or willingness to change, but the only way to deal with conflict is to address the issue with the person concerned.

After years of taking a stand with no change i have decided it's time to leave the organisation as i could not of-course keep quite but the very same time i cannot tolerate such behavior.  The articles gives me the assurance that i have dealt with this matter appropriately and will continue to follow such in both dealing dysfunctional employees and dealing with confirm,

Although the article was specific to a firm and its structures, I did find it interesting.

I would say that not all dysfunctional people are bad at their jobs and in most cases they are very good at what they do, but lack good communication or social skills. Key to remember when managing such people is to keep them focused, specifically in their own area and not allow them to drift as it is where they cross over to the grey areas where they affect other people most. 

In my experience you see that more regularly in longer serving people as they have been with company for a long time and talks in phrases off that is not how we used to do things. Key then for all involved is to keep focused in your role  and remember that effective communication is two way communication.

I would not like the fact that people gang up and come and say they have a problem with a specific individual. As the article say it could be seen as a group of people just not liking the person.

All of us in our professional life meet dysfunctional people. The article highlight possible methods to deal with this kind of people. However, I did not find a recipe for a situation with a dysfunctional person who is a very good specialist, job of this person is always done perfectly and input done by this person to the company is of large amount. Sometimes, behaviour of this kind of people is tolerated in the organization. Probably, there is no optimal solution for this kind of situations.

A useful article with some points for thought. At work I am a culture code advocate and part of this role is to call out poor behaviours and this article helped me to reflect on approaches to take