I hear it from clients all the time – candidates who apparently do no wrong, can part the Red Sea and can literally (if needed) ‘walk on water’. Why? Iâ€™ll never know. When dealing with candidates’ large egos, I lose interest quickly. Lifeâ€™s too short.
And guess what?
Iâ€™m not the only one who’s turned off by this sort of behavior.
Organizations need team players to fall in line, embrace itâ€™s strategy, and deliver services and technology – and do it with a high degree of quality. Organizations also need leaders to lead by setting a good example and by driving the strategy in a professional and positive manner. What is NOT needed is a bunch of EGOMANIACS either on the team or leading it. These individuals have an inflated sense of self-worth and know no other way to behave. If there is an organizational morale issue â€“ itâ€™s clearly never their fault.
Without trying to be cruel (ok, maybe I am), I just have low (zero) tolerance for people with big EGOs. They are destructive to building high-performance teams, and a big reason why great talent goes looking elsewhere for employment. Itâ€™s ‘their way or the highway’ as they rarely contemplate making a mistake or – heaven forbid – admitting to such an atrocity. Câ€™mon people! Who wants to work for (or with) someone like that? I once had the unpleasant experience of working for an egomaniac, and it absolutely killed the entire team’s morale. I spent more time looking for a job than focusing on the trivial tasks this knucklehead doled out.
During the hiring process, employers and recruiters should evaluate and assess candidates in the pre-screening process to determine how inflated an individual’s head really is. If they canâ€™t check their ego at the door, itâ€™s best to shove them out the door early-on. Hiring BIG EGO employees has a very predictable outcome. And itâ€™s never good. Trust me!