Back at Purdue University, my friends and I wrapped up a typical night out by hitting Taco Bell. Instead of waiting patiently for his burrito, my heavily intoxicated friend picked a fight with some fellow diners. It escalated quickly: his opponents were three massive Purdue football offensive linemen from the Drew Brees era—each over 6 feet tall and 300 pounds. A hospital visit seemed inevitable as my overconfident buddy swung at these powerhouses.
Luckily, we grabbed our food and escaped unscathed. My friend suffered from classic hubris, wildly overestimating his chances against 'the little guy.' What I didn't anticipate was how this close call would become a pivotal lesson in developing my leadership skills.
Beware of super-leader syndrome.
At first glance, a Taco Bell scuffle seems irrelevant to business. Yet overconfidence in the workplace can derail careers just as dramatically. As a seasoned leadership consultant, I've seen countless executives blinded by their own capabilities.
Related: Why Successful Leaders Need to Learn Humility
This 'super-leader syndrome'—a superhero complex—distorts reality. No one single-handedly saves the company, community, or world. True success demands a network of contributors.
Hubris, or excessive self-confidence, hinders leadership. Leaders lacking self-awareness avoid feedback, ideas, or diverse opinions, leading to flawed decisions without full analysis or alternatives.
Early in my career, I had a supervisor who boasted about his superior leadership, criticizing our manager's collaborative meetings. Despite our team's top productivity, he insisted on a 'better' autocratic style. When promoted to interim manager, he dictated orders, ignored input, and tanked morale—despite 'efficient' meetings. Productivity plummeted, and he didn't get the permanent role. I witnessed it firsthand.
More recently, consulting for an executive battling high turnover, our assessment revealed root business issues beyond performance management. The CEO dismissed our data, demanding her preferred solution. Shutting down dialogue signals outsized confidence—and guarantees ongoing turnover until ego is checked.
Self-aware leaders know their strengths and gaps, earning respect and setting up success. Whether early-career or veteran, regularly align your self-view with others'. Here are five proven steps:
Related: 6 Steps to Discovering Your True Self
1. Be real with someone you trust.
Seek candid feedback from a trusted spouse or colleague. Ask for unknowns about yourself and truly listen. It's eye-opening, reinforcing that others see what you miss.
2. Increase 360-degree feedback.
Gather input from bosses, peers, reports, and clients, then compare to your self-assessment. Ego aside, it can transform perspectives—I've seen tears of revelation in both directions.
3. Meditate on it.
A daily meditation practice refocuses your mind. Note random thoughts during quiet moments to uncover patterns. Bonus: research links it to health benefits.
4. Write it down.
Journal reactions, thoughts, and feelings daily. Review to understand how you think, not just what. Use prompts if needed.
5. Know your type.
Tools like Myers-Briggs or IQ assessments validate insights, often sparking profound shifts in self-understanding and leadership approach.
Great leaders check ego at every door—be it Taco Bell or the boardroom. Self-awareness unlocks success and career goals.
Related: 3 Steps to an Honest Self-Assessment
