07/07/2025
We all know someone who thrives on taking chances—charismatic, bold, and always pushing the envelope. These individuals can be exciting, magnetic, and often seen as disruptors in the best sense. But sometimes, what begins as daring turns into recklessness. That’s where the Mischievous derailer comes in.
According to the Hogan Development Survey (HDS), Mischievous describes individuals who are daring, charming, and risk-tolerant—but also manipulative, impulsive, and prone to ignoring consequences. In moderation, these traits can fuel innovation and help break through bureaucracy. But overplayed, they may damage trust, consistency, and team cohesion.
What is the Mischievous Derailer?
People high in Mischievous are often:
Charismatic and persuasive
Exciting to work with
Confident in their ability to talk their way out of trouble
Unafraid to take risks, bend rules, or challenge authority
At their best, they energise stagnant systems and inspire bold thinking. They’re the “mavericks” who can get things done when others hesitate. But there’s a dark side too.
Under pressure—or without self-regulation—Mischievous leaders may:
Overpromise and underdeliver
Manipulate situations to suit their needs
Avoid responsibility when things go wrong
Create confusion or drama as a means of control
They can be seen as untrustworthy, inconsistent, or self-serving by colleagues. The danger lies in the gap between charm and reliability.
Mischievous and Leadership Potential
Interestingly, Mischievous individuals often rise quickly in organisations, particularly in environments that reward visibility, confidence, and agility. They often present as dynamic, innovative, and full of ideas.
However, research shows that:
High scores on Mischievous are linked to interpersonal volatility and inconsistent follow-through
Their reputation may deteriorate over time, especially when the stakes are high
They may struggle with sustained leadership due to impulsive or avoidant behaviours
In other words, Mischievous derailers often shine in the short term but falter without development and feedback.
When Charm Becomes a Liability
The risk with Mischievous leaders is that they often don’t believe the rules apply to them. They may test limits, avoid accountability, and bounce from crisis to crisis—leaving others to clean up the mess.
Some warning signs include:
A tendency to “sell” rather than “deliver”
Shifting blame or deflecting feedback
A pattern of short-term wins followed by disengagement
A flair for drama, exaggeration, or spinning narratives
If unaddressed, these behaviours can erode trust, damage psychological safety, and result in toxic team dynamics.
How to Manage the Mischievous Derailer
Self-awareness is often the first casualty of this derailer. Mischievous leaders may not see their own patterns—or they may brush them off as “just how I get things done.”
To manage this risk, here are some development strategies:
1. Anchor Charisma with Consistency
Mischievous individuals are often captivating. But charm alone won’t sustain long-term credibility.
Encourage them to:
Follow through on commitments
Set realistic expectations
Prioritise dependability alongside innovation
2. Create Accountability Loops
These leaders benefit from structured check-ins, transparent goals, and feedback from multiple sources.
360° feedback and team input can:
Highlight blind spots
Reinforce the importance of follow-through
Help ground them in how others perceive their behaviour
3. Channel Risk-Taking Productively
Risk isn’t inherently bad. In fact, Mischievous types are often willing to take the chances others won’t.
Rather than suppressing that instinct:
Help them assess risk more realistically
Encourage scenario planning and thinking through second-order effects
Involve them in innovation efforts with clear boundaries
4. Develop Emotional Intelligence
Mischievous leaders may avoid emotional discomfort or conflict by joking, deflecting, or shifting blame.
Support them in:
Developing empathy
Owning mistakes and making amends
Building more genuine, stable relationships with peers and reports
5. Use Coaching to Explore Impact
Coaching can help Mischievous leaders reflect on their impact—not just intent. The goal isn’t to “dampen” their energy, but to channel it more constructively.
From Maverick to Measured Risk-Taker
Mischievous leaders bring energy, challenge, and creativity. But when left unchecked, those same traits can damage trust, derail collaboration, and undermine results.
The journey for high-Mischievous individuals is about learning to manage the consequences of their actions, take accountability, and bring others along—rather than outmanoeuvre them.
When they do, they retain their edge—but become far more effective, trusted, and sustainable as leaders.