Toxic Workplace Egos! It's not Gender Specific. Image by Pixabay
Workplace Ego Is Toxic
Ego creates numerous difficulties which affect the working relationships between coworkers in their professional environment. The following reasons demonstrate how ego functions as a damaging force:
The egotistical nature of a person leads to weak teamwork because they have difficulty accepting thoughts that originate from others.
Ego generates conflicts because people compete to demonstrate their correctness instead of listening to each other.
The egotistical nature of a person leads others to distrust them because they believe this person prioritizes personal interests over everything else.
When an employee displays excessive ego they will steal credit from team accomplishments thus diminishing the value of their colleagues.
Their self-centered approach to communication prevents them from listening to others while they maintain focus on their own opinions.
A powerful ego creates negative work environments which reduce both motivation and productivity levels of team members. The following points demonstrate why ego management becomes essential for workplace success.
The egotistical nature of a person leads to weak teamwork because they have difficulty accepting thoughts that originate from others.
Ego generates conflicts because people compete to demonstrate their correctness instead of listening to each other.
The egotistical nature of a person leads others to distrust them because they believe this person prioritizes personal interests over everything else.
When an employee displays excessive ego they will steal credit from team accomplishments thus diminishing the value of their colleagues.
Their self-centered approach to communication prevents them from listening to others while they maintain focus on their own opinions.
A powerful ego creates negative work environments which reduce both motivation and productivity levels of team members. The following points demonstrate why ego management becomes essential for workplace success.
Emotional Immaturity:
A Guide to All
Emotional immaturity can also seep into other parts of our lives to impact relationships, workplaces, and personal growth. We need to learn the signs so that we can learn to deal with interactions with people with this kind of behavior to a larger extent. Here are the key signs of emotional immaturity and advice on communicating with people with immature behavior that is not acceptable at the work environment
Defining Emotional Maturity
Difficulty Managing Feelings: Emotional immaturity is also a failure to manage emotions. It can also generate exaggerated reactions to stress or to confrontations, with either a tantrum or a withdrawal.
Lack of Responsibility:
Emotionally immature individuals will shirk responsibility of their actions. They will blame others or circumstances if they failed or made a mistake.
Deficient Resolution of Conflicts:
Emotionally immature individuals will shun resolving disagreements positively by instead avoiding them, being confrontive, or manipulating.
Failure to learn From the Past:
Emotional immaturity can stop individuals to look at their actions and learn lessons out of their mistakes. Instead of that, they will reproduce negative patterns of behavior.
Self-Oriented:
An overwhelming preoccupation with the needs of the self is a typical behavior of the emotionally immature. It is at the cost of others’ emotions.
Impulsiveness:
Decisions will be made rash without considering the aftermath. It can occur with personal decisions and work behavior.
Resistance to Change:
Emotional mature individuals can tolerate change and personal change. However, the emotionally immature will shun personal change due to the threat of being vulnerable or confrontive.
Communication with the Emotionally Immature Person
Communication skills are invoked if you are communicating with a person with immature behavior that is not being very professional. Here are a couple of tips to add to a positive message:
Remaining Calm:
Have a stable and composed voice. It can ease a potentially explosive environment and serve as a positive behavioral role model.
The Use of Clear Direct Communication:
While communicating the message, talk with a simple message. Avoid being vague since that can lead to confusion or a spark of emotions.
Defining Boundaries:
Identify the behavior that is acceptable and the behavior that you will tolerate. Firmly state the limits while being polite.
The Act of Active Hearing:
Demonstrate that you are hearing them by acknowledging their emotions although you disagree with them. It can ease them a little while leaving the door to a positive message ajar.
Solutions-Oriented Rather than dwelling on the issue, turn the conversation to solutions that are feasible. It can reshape the problem to a collaborative solution.
Avoid Personal Attacks
Instead of labelling their behavior "immature," state the impact their behavior is leaving you with others. For example, instead of "You're being irresponsible," say "I was furious with the way the assignment was not being completed within the time frame."
Encourage Reflection:
At appropriate times, kindly urge them to think about their actions and their impact. Ask them open-ended questions that lead to reflection, like this: “How do you think the team reacted to [situation]?”
Know When to Hold It
If the talk becomes heated and becomes negative, then stepping back might work best. Giving both of you time to think can allow you to gain perspective.
Understanding and communicating with someone with emotional immaturity is at best a problem, but the following can promote a healthy interaction with potential change at both the giver and the taker side.
A Guide to All
Emotional immaturity can also seep into other parts of our lives to impact relationships, workplaces, and personal growth. We need to learn the signs so that we can learn to deal with interactions with people with this kind of behavior to a larger extent. Here are the key signs of emotional immaturity and advice on communicating with people with immature behavior that is not acceptable at the work environment
Defining Emotional Maturity
Difficulty Managing Feelings: Emotional immaturity is also a failure to manage emotions. It can also generate exaggerated reactions to stress or to confrontations, with either a tantrum or a withdrawal.
Lack of Responsibility:
Emotionally immature individuals will shirk responsibility of their actions. They will blame others or circumstances if they failed or made a mistake.
Deficient Resolution of Conflicts:
Emotionally immature individuals will shun resolving disagreements positively by instead avoiding them, being confrontive, or manipulating.
Failure to learn From the Past:
Emotional immaturity can stop individuals to look at their actions and learn lessons out of their mistakes. Instead of that, they will reproduce negative patterns of behavior.
Self-Oriented:
An overwhelming preoccupation with the needs of the self is a typical behavior of the emotionally immature. It is at the cost of others’ emotions.
Impulsiveness:
Decisions will be made rash without considering the aftermath. It can occur with personal decisions and work behavior.
Resistance to Change:
Emotional mature individuals can tolerate change and personal change. However, the emotionally immature will shun personal change due to the threat of being vulnerable or confrontive.
Communication with the Emotionally Immature Person
Communication skills are invoked if you are communicating with a person with immature behavior that is not being very professional. Here are a couple of tips to add to a positive message:
Remaining Calm:
Have a stable and composed voice. It can ease a potentially explosive environment and serve as a positive behavioral role model.
The Use of Clear Direct Communication:
While communicating the message, talk with a simple message. Avoid being vague since that can lead to confusion or a spark of emotions.
Defining Boundaries:
Identify the behavior that is acceptable and the behavior that you will tolerate. Firmly state the limits while being polite.
The Act of Active Hearing:
Demonstrate that you are hearing them by acknowledging their emotions although you disagree with them. It can ease them a little while leaving the door to a positive message ajar.
Solutions-Oriented Rather than dwelling on the issue, turn the conversation to solutions that are feasible. It can reshape the problem to a collaborative solution.
Avoid Personal Attacks
Instead of labelling their behavior "immature," state the impact their behavior is leaving you with others. For example, instead of "You're being irresponsible," say "I was furious with the way the assignment was not being completed within the time frame."
Encourage Reflection:
At appropriate times, kindly urge them to think about their actions and their impact. Ask them open-ended questions that lead to reflection, like this: “How do you think the team reacted to [situation]?”
Know When to Hold It
If the talk becomes heated and becomes negative, then stepping back might work best. Giving both of you time to think can allow you to gain perspective.
Understanding and communicating with someone with emotional immaturity is at best a problem, but the following can promote a healthy interaction with potential change at both the giver and the taker side.
Workplace Meditation Courses! Freepik Photo
