First, we must understand what ego is and what it makes us do. The common, basic understand of ego is that it is what gives us a sense of identity as individuals. It’s what separates us from everybody else. This can help give confidence and leaves more room for action.
There’s a key difference in knowing your strengths and thinking you know everything better than everyone else. This latter type of thinking can lead managers to micromanage their employees. It can lead to selectively listening of customers needs.
When you let your ego take the wheel, you might be overcompensating for your insecurities. We’ve repeatedly seen managers, unable to train and delegate because they don’t want to lose control. As a result, they’re overworked and they cannot focus their strengths on specific tasks, which require their attention.
A good manager leads others. Just like an orchestra conductor, you hired the best people you could find and you once you trained them to do their jobs, you need to trust in their competence and let them do the job you hired them to do. Musicians do not need the Maestro to come in and play their instruments. They need him at the helm of the orchestra, piecing it all together and focusing on his job as the leader.
Leadership requires confidence and confidence is a byproduct of ego. When this confidence is combined with empathy, we have seen what we believe is optimal management style.
Our company philosophy is that people need to work as a team and they need to feel good. We believe that this work atmosphere is the most conducive to efficient and brilliant results. As such, you not only need to manage you own ego, but that of the team members as well. This can be achieved by shifting the focus on the group’s achievement instead of that of the individuals.
Your role is not to be the smartest person in the company, but to run the best company you can run. Once you shift your focus to this optic, you can easily listen to employees’ and even customers’ feedback and implement them to benefit your company.