Dear fellow Managers,
One thing that could be stopping you from getting great sustainable results is your EGO. Do you have a King sized one? Here are some questions to run a quick self-assessment.
1) Do I always feel the need to be in control of situations?
2) Do I get defensive or upset when someone challenges my ideas or decisions?
3) Am I dismissive of the ideas or opinions of others, believing that my own are superior?
4) Do I tend to micromanage my team members and struggle with delegation?
5) Am I quick to blame others for mistakes or problems, rather than taking responsibility myself?
6) Do I prioritize my own needs and desires over the needs of my team or organization?
7) Do I struggle to accept feedback or constructive criticism?
8)Do I feel threatened by the success or accomplishments of others?
9) Am I willing to admit my own limitations or mistakes, and seek input and feedback from others?
If you have answered YES (In capitals that too) for most of these questions, you have to immediately start working on deflating your EGO. You don’t have to take my word for it. Research suggests that leaders who have a strong sense of ego and entitlement are less effective at collaborating with others, more abusive towards their subordinates, and more prone to making risky decisions, all of which can ultimately harm organizational performance and results. Let’s take a closer look at the behavioral characteristics of Managers with and without EGO.
Managers with Ego:
Domineering: They may act aggressively or dominate conversations, seeking to assert their authority and control.
Defensive: They may be quick to defend their decisions or actions, even if they’re not well received by others.
Dismissive: They may be dismissive of others’ ideas or perspectives, believing their own to be superior.
Micromanaging: They may closely monitor and control the work of their team members, not trusting others to handle tasks on their own.
Arrogant: They may act as if they are always right, and may have little tolerance for feedback or constructive criticism.
Status-seeking: They may be overly concerned with their own status and reputation, seeking to advance their own careers rather than benefiting the organization.
Blaming: They may be quick to blame others for mistakes or problems, rather than taking responsibility themselves.
Overconfident: They may be overly confident in their abilities and decisions, not recognizing the need for input or advice from others.
Managers without Ego:
Humble: They may be willing to admit their own limitations or mistakes, and open to feedback from others.
Collaborative: They may work well with others, seeking to build consensus and find common ground.
Empathetic: They may be able to understand and relate to the perspectives and needs of others, and act with compassion and understanding.
Supportive: They may prioritize the well-being and success of their team members, providing guidance and support when needed.
Trusting: They may be willing to delegate tasks and responsibilities to others, trusting their team members to handle them competently.
Decisive: They may be able to make tough decisions quickly and confidently, without being swayed by personal biases or emotions.
Accountable: They may take responsibility for their decisions and actions, and work to correct mistakes or errors.
Gracious: They may express gratitude and appreciation to their team members and colleagues, recognizing and valuing their contributions.
I trust that the list above has demonstrated the importance of shedding one’s ego as a manager, and I hope I don’t have to further persuade you to embrace this idea.
So what can you do to check Your ego at the door and become more successful. Here are 3 super simple and practical techniques that you can start working on right away.
1) Seek feedback regularly: This involves asking for input and perspective from your colleagues, team members, and even your own manager. Be open to constructive criticism and work to incorporate the feedback you receive into your behavior and decision-making.
2) Practice empathy: To practice empathy, actively listen to others, ask questions, and put yourself in their shoes before responding.
3) Practice humility: To practice humility, be willing to admit when you don’t know something, acknowledge the contributions of others, and be open to learning from your mistakes.
These three techniques can be highly impactful in reducing ego and can help you build stronger relationships with your colleagues, improve communication, and ultimately be more effective in your role as a manager.