002: How to stop ego impact your results

In this episode, Andrea focuses on the impact of big ego on results and what to do for preventing it from affecting negatively our work and career.

He also describes what are the early signs of egocentric leaders and how to detect them.

By listening to the show, you’ll learn:

1) The impact of status on results
2) How to find a balance between ego and other leadership traits
3) How great leaders deal with their comfort zone

If you have any comment or insight about this episode, email Andrea at:
[email protected]

For more information about Andrea’s work, go to:

To connect with Andrea on Social Media:

LinkedIn – https://www.linkedin.com/in/andreapetrone/
Twitter – https://twitter.com/ie_andrea

(These are auto-generated transcripts. Forget the typos)

Hi everyone, and welcome to a new episode of The World Class leaders show. In today’s episode, we are going to discuss about ego. Because ego as we all know, has a negative impact on performance in particular is too high. In today’s episode, I really would like to discuss with you some First of all, how to detect early signs of very high, egocentric leaders. And what are some specific behaviours and mistakes that we should avoid if we think that ego is getting in our way. So Shall we get started? Let’s go. Welcome to the world class leaders show. This is the one and only podcast for ambitious and high achievers, professionals who want to become world class leaders. In this podcast, we deconstruct the success of high performance leaders share their stories and teach the most effective strategies to move from average to greatness. This is your host, Andrea Petrone. I performance and leadership advisor, executive coach, and keynote speaker with more than 20 years of international and executive corporate experience. So welcome, everyone, again, what are the early signs of egocentric leaders, I would like to focus this conversation today on three things. One is the status. The second point is the balance between ego relationship results. And the number three is the comfort zone, which is more about the mindset and how we approach our challenges. So the number one sign is high status. And a good way to start this conversation about status is taking the grey words from one of my, you know, idols, if you like in the leadership space, which is Patrick lencioni, Patrick has written an amazing book called The five temptation, I say, oh, by the way, I strongly recommend reading it. And the number one temptation that he has identified is actually choosing status over results. And I agree with him, because I think there are so many executives, they, they put something had results on their list of priorities, and unfortunately, represent one of the most dangerous temptations, which is really choosing the status and protecting the status and their career, to some extent is understandable, because we have to protect our status, our achievement, our possession, but not to the point that, you know, we’re going to forget that we still need to bring results in organisation. And we have seen I’ve seen this in my line of work so many times. So you know, leaders they are. They work so hard, they reach an incredible career, the region and credible position, they became a leader on the organisation, but then something changed, then they became maniacs to some extent of reaching the ultimate job ultimate performance, but then get complacent. And that’s one of the major challenges and mistakes that I’m seeing all the time in, in what I do. And I’m sure that you are saying the same thing. And complacency is dangerous, because complacency means that you are super satisfied of your results of your achievements, then you start really looking at the mirror and say just in the beauty of you and forgetting there is still organisation to run there are still results to get. And, you know, having reached the top doesn’t mean that your job is over. Actually, I think the job starts at a point because it’s very different type of job. So yeah, so status protecting too much very high status and complacency are super dangerous. And I would like to give you an example because I think it’s it says a lot is a personal story. When I was many years ago, quite early my career I had had a boss that was a great person. I mean we went super well together. It was great. I mean, he was a hard worker. He achieved so much in the organisation in he worked for the same organisation for for so many years. And again, he worked and fought hard for decades to get to the point and then finally became a corporate leader. So became a CEO. He got other bonuses so you know he really reached his top I was super happy, of course. But after the promotion, something really changed, he changed. So he started to care more about his status, so less about the results and improve the performance. So what I know is that he started to avoid conflicts. He didn’t want to take any risky decisions, he didn’t want to challenge himself. In other words, he created for himself a very comfortable situation by staying as much as possible how to travels. And, and guess what he isolated himself by doing so most of his time was spent really behind curtains in his fancy office was very difficult to talk to him, and was quite strange, because we used to have a nice dinner in the evening, and you know, it was super friendly cetera. But then, when we were a tour, during the, you know, the working hours, it changed, he was not accessible at all. And I thought, Gosh, what what happened, you know, what changed. And it no surprise it unfortunate for him, his tenure as a CEO didn’t last long. So sadly, his sacrifices, you know, turn into ashes, that’s probably the way to say why this happened, I think it’s really stopped focusing on results as a main priority, he felt that he achieved his personal career goal. And, you know, you know, when you have the feeling, oh, you know, I got there, I got there. So he arrived where he wanted to be. So I think is the new focus was really to protect and preserve the status. So any challenge situation or decision to make or just unwanted risk for him. And honestly, this is quite, this is quite common in organisation, and also very frustrating. Because, you know, a status might, you know, might turn unfortunate achievers into low value individuals. And I do believe that if, you know, we have to constantly give him value to the customer good. That is the number one priority that everyone should have, regardless what position we have. So reaching the top shouldn’t make a save. And as I said, I think should actually make us trail both excited, both worried and concerned. Because there are more responsibilities, different kinds of job, more stakeholders to deal with people, you know, they’re waiting to be led by someone. So it’s fascinating. But let’s be honest, I mean, subtext is only based on outcome outcomes and return. So I think that is the number one sign so if you, if you think of you see leaders around you, they’re over protecting their status. For me, that is a very dangerous sign that something bad is gonna happen. And unfortunately, we don’t realise this until the situation gets worse. So I think, as I said, the idea of this episode is talking about seeing these early signs. So the, you know, the first, sorry, the sooner we detect them, the better actually is the outcome. So a simple advice I’d like to give is making sure if you’re a CEO, or if you’re a leader, in this position, you know, make sure that you pull results. First, these are the most important measure of your personal success is not a position is my job, again, is the results. Otherwise, step down from the job, I mean, the future of a company you lead, it’s too important for for the customer, for employees and stakeholders. So, so that’s, for me is a number one thing. The second thing is, as I mention is finding the right balance between ego results, that’s more like a solution. But what is the early sign? What the early signs is really ego, you know, having a very high ego. Unfortunately, one typical consequence of high status is an over development of a personal ego. One thing about the current society is, in my mind is clearly the raised level of narcissism. And not just in business to be on is everywhere. But in particular, in business that doesn’t look good at all for leaders. So I don’t know what you think. But I find it quite common these days to deal with very arrogant leaders and managers, not many, but there are some very arrogant leaders and managers. I mean, they speak highly about themselves, what they did, what they do, what they can do, it’s really all about them, isn’t it? They don’t listen well. They have the urgency to interrupt to step in to say their, their thoughts to sharing their you know, their ideas better than the others. And honestly, the market doesn’t care. Neither honestly the shareholders. So what they care is about the results across multiple metrics and dimensions. And to be fair, I mean, PR So my ego is clearly not one of those It goes without saying that you know this behaviour or as also a negative impact on not only on the organisation as well as on the employees right in fact most of these leaders are not normally vulnerable enough with appears with people because this is uncomfortable for them so he’s not safe he’s like losing credibility in front of them before they don’t want to be challenged and their level of trust normally is also very low. So as a consequence employees normally they’re quite disengaged, I don’t feel safe to open up to them to talk to say what they think and probably they’re also trying to avoid conflict for for this specific reason. And not surprisingly most of the time this leads to the creation of very toxic environment where you know, where most of the time things remain unsaid as fear prevails. On the other end, though, a low ego is not good as well so I’m not at all saying that ego shouldn’t be there I think ease or ego is still very important because organisation needs strong leaders able to create a vision creating meaningful purpose and generate results and lead all the organisation towards this vision and they knew as well to protect the organisation their people. So you know, ego is still important because, you know, employees, people’s, the corporate clients, they’re looking for people that have you know, the right attributes to lead the entire organisation, they need to speak up and feel proud of what they do act as role models for their people. So that is a given. But, as I mentioned earlier, I think in my experience, we have to find a right balance between three components really one is the ego. The other one is clearly the results and the third one is the relationship. One of my mentors Andrew Knightley a case you know, you already mentioned about these three elements like a triangle. So we have to be to be a good leader exactly in the middle of that. So you know, if you think about these three components, you know, if you know, we mentioned already what that means, if you are an egocentric leader, so that is to balance towards ego, by its y with the results, you know, if he’s all about results, then you forget about your ego and but also you forget about you know, your people, which is really the third element, the relationships. On the other hand, if you focus too much on relationship, you forget about the results as well as you lower your ego too much. So the fine balance is what I suggest for any type of leader find a balance and you will be fantastic leader. Number three, it’s you know, I mentioned maybe earlier is the comfort zone. I don’t think right now, it’s time to make yourself comfortable at all. And I’m a big believer of, you know, of putting ourselves you know, constantly outside our comfort zone. Because I think it’s it’s super important for personal success. And that starts Of course, with a growth mindset. So creating a mindset that allows us why achievers leaders to explore relentlessly new opportunities for the personal growth, additionally to a behavioural change, and ideally, a lifelong goal. So I think that was really for me, but in my experience, where we leader that what the most successful leaders actually do. Something I learned, for example, in my career from from the beginning, and I often recommend to my clients is always look for challenges. Either we’re looking for a new role, so after landing a new one, to me, a career shouldn’t be an easy journey. So it should be challenging with tough decision to take fast changing dynamics, demanding context, challenging bosses, sometimes and maybe dysfunction teams, they need to be turned into performing teams, different culture. So always look for challenges. If your current career is too easy, I don’t believe is going to help you to become a world class leader, which is you know, all the show about and of course, you know, being continuously in a very challenging and demanding situation, whether the level of challenge is very high. Clearly, it’s painful, it’s painful, it’s stressful, his staff, but you know, the return of your investment, if you like is much, much, much bigger. So we should evolve. So never stop learning. That’s my mo To our personal motto, so challenge ourselves, being always curious, improving our we do stuff every single day. So you know, it isn’t just for the role or responsibilities that we all have, it’s for us where I will serve. So it’s a way to get ready for the next step, the next challenge, because we never know really when this is going to happen. So, you know, I always say to, to, to my, to my clients, when you stop learning, you stop winning, and I strongly believe on that. So become a live time learner, and be ready to get a new challenge every single day what you do, that’s actually fights complacency mower, totally to be earlier, right. So when you fight complacency, you find mediocrity, and then you really start beating your path to greatness. And finally, I would like to recommend something that works super well with me. So I have this sense of urgency to become a better version of yourself. And I know is not safe is not for everybody. But you know, if you’re like me, I trust you, I appreciate that the only way to get there is to stay permanently out of our comfort zone. You know, and this is combined with the, the, let’s say the rentals relentless desire to get results for our self organisation to forget about our status, lower our ego, and finally become vulnerable. Our leadership level, we raise extraordinarily with unexpected returns positive return on our life, not only on our career. So I hope that makes sense to all of you. So here’s the recap. So we mentioned three things, three early signs that my prevent leader from getting extraordinary results. So one is choosing essentially, status over results in what to do, yes, find the balance, make sure that your results are always on top of your priority and not your status. Number two, don’t get complacent. And what to do find the right balance between ego, which is still super important results, but also relationships. So he’s working with others, and for others as a leader. Number three, be always outside of your comfort zone, find a new challenge wherever and whatever you are doing in whatever job and capacity so make sure that you are comfort being in uncomfortable zone and become a lifelong learner. So these are the three things from me. And I would like to hear your thoughts on what we discussed today. So your comments, your ideas, whether you agree, maybe you disagree, or what else actually we should consider. drop me a line at Andrea at Andrea petrone.com You can find my email address in the show notes. And also otherwise, come and visit me at www dot Andrea petrone.com. So the website is also in my show notes. That’s it for today for today’s episode, and follow the show. And if you think that this particular episode could be interesting and valuable, and maybe useful for someone your network right now, why don’t you share with them. Thank you so much. And next episode we’re going to talk about the five dimensions of leadership. So I think it’ll be super interesting to hear that too. Thank you for listening today, and I look forward to see you the next episode

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