If we believe in the definition that Ego is our operational center that defines who we are and why we are different from others, then we can state that a great leader has to accept his/her team members. I mean, accept WHO they are.
How to appreciate team members
Great leaders make sure that the team members feel this. When they feel accepted and valued and can work and exist based on their values at work, they will be much more open to receive (and give) constructive, corrective feedback. And the feedback has to focus on HOW the person did something and not on the person. In other words, it is not about the person but the behaviors.
And let me share a piece of insider information with you, just today; that is how we trainers do it as well. We do our best to appreciate participants’ comments and shared ideas. We make sure that their Ego feels safe and respected, and when they say something that is not right, we ask them why they think it is correct. It is almost always an open discussion in which the participant can draw their conclusion.
And sometimes we change our minds because we learn something from our participants! Suppose the trainer is 100% sure that the participant’s opinion is not correct, and an open dialogue does not help because it is not the right tool at the given moment. In that case, the trainer can share different options, and the magic question can be asked: “Which option do you think could work best A, B, or C?”
Leaders can achieve a lot by respecting the person, communicating that, and correcting behaviors. It is hard to overcommunicate respect and acceptance. By regularly giving positive and constructive feedback, team members will open up and autocorrect their views about themselves. It takes time, effort, and sometimes even more effort.
Your managers can become great leaders with the right insights in ego and how it is used. Contact Us to learn how we can help.