Prof. VGT on the troubles with inflated egos and the conflicts that can arise out of them.
Managing workplace conflicts is a bumpy assignment for most managers and team leaders. Particularly when ‘terror egos’ are uncontrolled, managers and team leaders are caught in nasty situations. Many a time, fragile and terror egos cause great damage to organizational wellness and reputation. Perhaps it is necessary, even important, to have an ego, to rightfully stand up for oneself and guard one’s self-respect. However, workplace conflicts that arise out of inflated egos seldom represent this.
An uncontrolled ego focuses on ‘I’ rather than ‘we’ – a trait that is unhelpful. When insecurities loom large, the working conditions collapse. An ‘I want it my way attitude’ disrupts creativity, affects organizational performance and lowers employee morale. A healthy ego promotes confidence and self-esteem not just for an individual but also sets the tone for the entire workplace. A workplace sans unhealthy egos will endorse complete employee participation, creativity, better performance and healthy debates.
IN TEAMS: Workplaces today buzz with creativity and fast-paced activity; yet a standoffish attitude is prevalent in most organizations. Rubbing co-workers the wrong way impedes employee participation and performance in the long run. When people work as teams, inflated egos disrupt performance, learning and most of all the process of working together. Unchecked egos are counter-productive and erode the essence of team play.
BOSSES AND EGOS: An extremely disturbing condition for an employee is working for a boss with an intimidating ego. Typically, these managers want things done their way and will use tactics like bullying and underhanded plans to prove their superiority.
Unhealthy and unchecked egos cost the organization time, money and lead to declined performance.
– Prof. VGT
Working with a fragile ego is dangerous, as the boss constantly needs to have his ego flattered. Unhealthy and unchecked egos cost the organization time, money and lead to declined performance. Meetings prolong behind schedule because there’s one person who stubbornly refuses to accept the proposal or unwise ideas put into practice because of the manager’s or team leader’s ego.
CAUSES: Everyone in the business world and personal life has ego. Egos are driven by the need to:
- Seek recognition
- Showcase abilities
- Compete with peers
- Defend one’s actions
All of us are driven by the above in want of fame and success. However, when behaviours are solely driven by the purpose of success and obsession for power, it needs to be checked.
THE CHALLENGE: Handling a puffed up ego is really difficult. Nevertheless, timely interventions help alleviate the situation. Whenever employees come across such behaviours amongst their peers or superiors, they must report to the talent team.
Uncontrolled display of ego will make the talent team watchful, and employees can get together to address the issue. Workplace bullies will never accept they or their behaviours can ‘ever go wrong’. So, be very tactful in dealing with these people. When the employee goes to the talent team, they must address the behaviour and its consequences on their working conditions and clarify instances or situations they have experienced.
When it comes to dealing with fragile egos, handle them with care. – Prof. VGT
Arrange to have a talk with the person concerned. When talking to the bully, make sure not to exhibit weakness. Inflated egos constantly look for weaknesses in others and use them to their advantage. Be firm and consistent. Moreover, be prepared for strong denials and harsh arguments. The tip-off is ‘don’t give in’; instead, stay calm and strong. When it comes to dealing with fragile egos, handle them with care. An inferiority complex often prompts unreasonable behaviour.
Have a talk outside office. Involve the talent team or better still counseling measures to help overcome complexes. Include fun activities and games that bring out the spirit of individuals without the feeling of ‘who is better’. The intent must be clear for the employees: competition in workplaces is aimed at bringing out the best, not the worst, in each person.
An unhealthy ego disrupts the work environment and causes productivity losses. So managers, team leaders and talent personnel in the organization should be alert to signs of inflated egos and deal with it appropriately in time.
