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Instead, there are alot of egos, which in today?s world connote an exaggerated sense of self importance and an inflated feeling of pride and superiority to others. These are dysfunctional egos which can have unpleasant consequences for the organisation.

Ego clashes can harm organisations, whether big or small. One or more people could deliberately be failing to consult colleagues when they should, or include them in group activities.

Sometimes they may even clash during tasks and in meetings or even deteriorate into open hostility.

All these have a negative effect on an organisation because they affect the ability of the employees to work.

However, according to Steven Buckley, a human resource coach, there is a much real economic advantage to being humble. He says people who work with humble leaders are more likely to be engaged and are much less likely to quit.

He explains that humility is not about self, but about what is best for others and the organisation. Buckley says it values wisdom not just smartness and that leaders should be willing to say ?I am sorry, I am wrong? when they are. Buckley says every choice we make has implications for the organisation ? negative or positive.

He advises that one needs to forget the self and work in the interest of the organisation.

This will help get the organisation out of challenging times to a level where they want it to be and keep it there.
And he says humble people forgive, which means humility is about grace.

Anne Mugisa, The New Vision

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