Conscious Leadership: Ego vs. Emotional Intelligence
He success of any project depends on a multitude of variables and aspects that are fundamental for any idea or business you decide to undertake. The projects are carried out by people and their attitudes and skills without a doubt They will mark the Difference in order to make a company go ahead or that, a simple functionality or new business line have an impact on the market.
All companies are in a constant search for talent but, good companies looking for, Above all, good people. This article aims to delve into the idea of How, the type of leadership, can make the talent of all team members may be enhanced or opaque based on the good or poor management of the leadership.
You are responsible for a team or a collaborator within a project by someone, this Article will make you reflect on the type of leadership that You apply with your collaborators or that is being applied by your person in charge And it will make you question if that leadership is being exercised from the ego or from Emotional intelligence.
By What is the ego important?
He ego, in psychology, is a psychic instance that allows the individual to recognize to himself and his own identity. Thanks to the ego, human beings are capable of Build our identity, personality and character. Basically, the ego Help people define who they are and how they are and, thanks to This, you can understand why we interact with others as We relate.
It is essential to do an introspective exercise (in the event that you are responsible/boss and You have personnel in your charge) or an exercise of deep analysis (in the case in which you are a collaborator and depend on someone) about who and how is the person who leads a project or company.
By misfortune, although (thank God) less and less, there is a negative connotation associated with the ego but, something that must be taken into account is that, the ego is not for Something good or bad definition. The ego is simply an essential part of the human being. It is, the way to manage the ego, which can be positive or negative and It can make any project or business triumph or fail.
The good management of the ego
Good ego management is based on four pillars that are fundamental:
Healthy self -esteem
The positive ego is associated with balanced self -esteem, where the person has a realistic and constructive perception of himself. This includes recognizing and valuing one's abilities and achievements, as well as accepting Personal limitations.
Trust
It is essential to have self -confidence and their own abilities Without falling into arrogance. This allows people to face challenges, take decisions and act assertively.
Flexibility
The ability to adapt to new situations, listen and Consider the opinions of others, and change your mind when the evidence justifies it.
Empathy
> Although the ego focuses on the self, a positive ego recognizes and Value the needs and feelings of others, promoting healthy relationships and cooperation.
EGO MALA
On the other hand, we could emphasize that poor ego management is based on following aspects:
Narcissism
An excessive approach to oneself, often at the expense of the others, with a need for admiration and a lack of empathy for feelings of other people.
Unsafety
A fragile self -image that can manifest itself in a Constant need for external validation, jealousy or excessive defensive behavior.
Rigidity
Difficulty adapting to new situations or accept points of alternative view. This can lead to mental closure and resistance to change.
Arrogance
An unfounded belief in one's own superiority that can lead to underestimate others and a lack of humility.
Leadership from the "ego"
Carrying the term to the extreme and associating it (unfortunately and apologizing) to the negative connotation of it we could say that, leadership from the ego, It focuses on the individual, on his need for power, recognition and control. The selfish leaders usually make decisions based on their own interest, without Consider the needs or perspectives of others. They seek admiration and validation, often sacrificing the well -being of the equipment or project in the process. The communication can be dominant and authoritarian, which can alienate members of the team and undermine collaboration.
If you are a collaborator within the team I invite you to be asked . . . How many times have you found that boss with whom you don't feel heard? In How many occasions have you felt that your managers have attributed successes of your work? Have you felt used? It happened to you that you were talking to your boss, ha A superior appeared and suddenly have your eyes set you? Are you afraid to share your ideas? Do you feel that they do not give you all the necessary information to do your job? Does your work seem to never be recognized or enough? You do not have No type of autonomy and everything has to go through your boss?
If you are a person with responsible manage, plant the following Do your collaborators only listen to you but never question you? your collaborators never make you proposals? Is no proposal good to you? Do you invite your collaborators to meetings with your superiors? Do you transmit all the information to your collaborators? Do you thank your collaborators? you do Micromanagement?
Obviously this has many nuances but you are who you are (responsible or collaborator) I will tell you that, if several of these questions resonate and live them day by day I will tell you that, looks like the leadership that is being exercised in your project is Ego centered from its most negative variant.
Leadership from emotional intelligence
The other face of this currency, however, is the leadership from the emotional intelligence that HE based on the ability to recognize, understand and manage their own emotions and the rest. Emotionally intelligent leaders are aware of their own strengths and weaknesses, as well as those of your team. Work to foster a Environment of trust, collaboration and mutual support. They focus on growing relationships solid and in motivating your team, recognizing and valuing individual contributions.
Questions you should ask to detect this type of leadership if you are Collaborator Is communication with your person in charge honest and sincere? Do you feel that your ideas are taken into consideration? Do they transmit all the information so you can do your job? Do they allow you to shine and put in value Your skills? Do you feel autonomous to make decisions? Do they allow you to fail? Do you feel supported? Do you let you be yourself? Do you feel heard? Do you put in value that you try to improve?
Questions you should ask if you are responsible and want to detect if You apply this type of leadership. Do you want your team to grow professionally? Do you try to see your team's talent by your superiors? Do you transmit The strengths of your team people to others? Do you communicate your weaknesses to the team? Do you allow your collaborators to complement your weaknesses with their strengths? Do you appreciate?
As in the previous point, there are many nuances but, if many of these questions are answered positively, it seems, quite evident, that this type of leadership that is It is giving in your project.
Impact of the type of leadership on the project
As you have seen, in the two types of leadership the ego is the base fundamental but, while in leadership from the "ego" an environment can be generated toxic, where fear and distrust prevails, which usually has an impact on the lack of creativity and affect productivity very seriously due to demotivation and frustration that generates. Leadership from emotional intelligence promotes Cohesion of the team, innovation and resilience in the face of challenges. The Emotionally intelligent leaders are able to inspire their team, adapt to changing circumstances and resolve conflicts constructively, which leads to results more successful and satisfactory. even thus, as in everything in life, there are nuancesApplying one type of leadership or another one hundred percent is not positive in a Professional environment. Business and companies demand results. The Projects require decision making to get ahead. In this sense, leadership From the emotional intelligence applied to the extreme it can be complacent and try to content To everyone and that can cause, among many other things, delays and loss of focus or Tomas of decisions so gray that they make that for example, a proposal for value of a product or service is totally diluted. In this sense, leadership from the "ego" contributes determination and focus when, for example, there is no clarity in some aspect of the project.
What I come to say with this is that, leadership from the ego can provide short -term results and leadership from emotional intelligence Build a solid base for long -term sustainable success.
In definitive, leading is an art and there is no unique path to success, knowing how to apply Each of these types of leadership at the right time is what will make your project or Business can get to fruition.
