Below are 10 integrity-testing questions designed to evaluate the integrity of individuals, in-group settings (e.g., teams, communities), and institutions (e.g., organizations, companies). These questions are crafted to reveal patterns of behavior, accountability, and alignment with stated values, helping you assess whether they empower or harm others, particularly in the context of avoiding narcissistic abuse or low-integrity systems. Each question can be adapted slightly depending on the target (individual, group, or institution).
Integrity-Testing Questions for Individuals
These questions help uncover consistency, honesty, and respect in a person’s behavior.
- Can you share an example of a time you admitted a mistake and how you addressed it?
- Purpose: Tests accountability and self-reflection. High-integrity individuals own their errors and take corrective action. Low-integrity individuals deflect or deny.
- Red Flag: Vague answers, blaming others, or claiming they’ve never made significant mistakes.
- How do you handle situations where you disagree with someone less powerful than you?
- Purpose: Reveals how they treat vulnerable people (“innocents”). High-integrity individuals listen and respect differing views; low-integrity ones may dismiss or dominate.
- Red Flag: They describe belittling, ignoring, or punishing those who challenge them.
- What motivates you to make decisions when no one is watching?
- Purpose: Probes internal values and consistency. High-integrity people act on principle; low-integrity people may prioritize appearances or personal gain.
- Red Flag: Answers focused on external rewards or avoiding punishment.
- How would you respond if someone accused you of unfair behavior?
- Purpose: Tests openness to feedback and accountability. High-integrity individuals engage constructively; low-integrity ones use denial or DARVO (Deny, Attack, Reverse Victim and Offender).
- Red Flag: Defensiveness, gaslighting, or blaming the accuser.
- Can you describe a time you stood up for someone who was being treated unfairly?
- Purpose: Assesses whether they empower the vulnerable. High-integrity people advocate for others; low-integrity ones may stay silent or exploit situations.
- Red Flag: No examples or claiming it’s “not their responsibility.”
Integrity-Testing Questions for In-Groups (Teams, Communities)
These questions evaluate the collective behavior and culture of a group.
- How does the group handle conflicts or complaints from its members?
- Purpose: Tests accountability and fairness in group dynamics. High-integrity groups have transparent, fair processes; low-integrity groups silence or punish dissent.
- Red Flag: Complaints are ignored, or dissenters are ostracized.
- What happens when someone in the group challenges the leader or dominant opinion?
- Purpose: Reveals power dynamics and openness to dissent. High-integrity groups value diverse perspectives; low-integrity groups (especially narcissistic ones) punish challenges.
- Red Flag: Leaders or members react with hostility or exclusion.
- How does the group ensure everyone’s voice is heard, especially those with less influence?
- Purpose: Checks if the group empowers the vulnerable. High-integrity groups create inclusive spaces; low-integrity groups prioritize dominant members.
- Red Flag: Only certain voices (e.g., leaders, favorites) dominate discussions.
Integrity-Testing Questions for Institutions (Organizations, Companies)
These questions assess systemic integrity, policies, and their impact on stakeholders.
- Can you provide examples of how your organization has addressed past ethical concerns or mistakes?
- Purpose: Tests institutional accountability and transparency. High-integrity institutions admit errors and implement changes; low-integrity ones cover up or deflect.
- Red Flag: Vague responses, denial of issues, or blaming external factors.
- How does your organization protect and support its most vulnerable stakeholders (e.g., junior employees, clients, or community members)?
- Purpose: Evaluates whether the institution empowers “innocents” or exploits them. High-integrity institutions have clear protections; low-integrity ones enable abuse or neglect.
- Red Flag: No clear policies, or examples show favoritism toward powerful stakeholders.
How to Use These Questions
- Ask Directly or Observe Indirectly: For individuals, you can ask these questions in conversations or observe their behavior in relevant situations. For groups or institutions, pose these to leaders, members, or research their practices (e.g., via reviews, public records, or policies).
- Look for Patterns: A single answer may not tell the full story. Look for consistent behaviors over time to confirm integrity.
- Context of Narcissistic Abuse: These questions are particularly useful for identifying red flags of narcissistic or manipulative behavior. Low-integrity responses often align with tactics like gaslighting, control, or lack of empathy, which are common in narcissistic systems.
- Adapt for Specificity: Tailor questions to the situation (e.g., for a workplace, ask about employee treatment; for a family, ask about conflict resolution).
If you want help analyzing responses to these questions in a specific scenario or researching a particular person or organization for integrity indicators (e.g., via public X posts or web data), let me know, and I can provide a deeper evaluation.
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