Arrogance is wanting to take the lead all of the time, regardless of whether another person would be better for the role. A confident person has all the time in the world for you, unlike their arrogant counterpart.
It can be difficult to tell if a person is being arrogant, or if they are simply overly confident. However, it is always good to view each situation objectively; e. Whenever it comes to defining the difference between the two, remember to take a step back and try to be open-minded, particularly if you notice arrogant behaviour in yourself.
They have no problem listening to others and learning from them. They have a sense of inner calm that stems from their self-assurance. Arrogant people will rarely own up to their mistakes and will try to put the blame on someone else.
Moreover, arrogant people often act as if they are superior to others, but this behaviour is not seen in confident people. While arrogant people like to brag about their skills, abilities, and achievements, confident people have no need for bragging. Confident people, on the other hand, make excellent team leaders.
She is currently reading for a Masters degree in English. Her areas of interests include literature, language, linguistics and also food. View all posts. Ultimately, arrogance repels us. Nobody likes to spend time around arrogant people. They are a vexation to the spirit. Confident people are the opposite: they inspire others. The more we spend time with them, the more likely we are to develop confidence ourselves.
Confidence attracts us and is contagious. You can't fully guard against arrogance, because you can't control the way that people behave. But here are eight handy tips to help you reduce and manage arrogance in your team:. Others may inquire about senior responsibilities that are not in line with their level of experience.
They might ask about promotions before even being offered a job, for example. A wise person once said that when people first show you who they are, believe them. We may see behaviors that our gut feeling tells us are signs of arrogance. We need to heed these signals. To encourage positive changes, include 'attitude' when you evaluate job performance. Make it part of your performance review process. A recent study shows that sometimes, people are arrogant because they wrongly believe that their expertise will justify their behavior.
Let people know that it's not enough to be brilliant, or to be an expert in their area. Having the right attitude and getting along with others is equally important. Sometimes, you need to tackle arrogant behavior head-on. Set up a meeting with the employee and be specific about incidents where the person has shown arrogance.
Outline specific examples, alongside the consequences of their behavior. For example, explain how it impacts team morale and productivity.
I recall a situation where a supervisor displayed arrogant behavior toward his two direct reports. He'd issue orders, offhandedly dismiss their ideas, and frequently pull rank. One employee quit because of him - she shared that he treated her like a hired hand, and she never felt like an equal partner. The second employee started taking more sick leave.
The supervisor's arrogant behavior was hurting the team, and it reflected badly on him. Also, show the arrogant employee how changing their behavior not only helps the company, but can also be beneficial to their career.
Arrogance may close doors to better opportunities, and no one wants that. Ingrained arrogance may not be easy to change. But it's easier to change behaviors than it is to change attitudes, so outline specific behaviors that can replace the arrogant ones. For example, imagine an employee who is habitually late for team meetings, sauntering in after the session is well underway, and serving himself coffee while others are talking.
This behavior may signal to others that he does not respect the meeting leader. The first thing he could do is to behave as if he does respect her, and turn up on time. Give people enough time to practice their new behaviors. However, remind them that they are still accountable for their conduct. Schedule a follow-up meeting in three months, say - to discuss progress. In extreme cases - if there have been many complaints about the employee's arrogance and conduct, for example - it may also be necessary to make the person aware of the consequences of failing to improve.
In some cases, it's possible that, in their zeal to succeed, some employees are not aware of how they come across. Help them to understand the difference between self-confidence and arrogance. A assessment can help to increase the arrogant employee's self-knowledge.
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