Pride can be a double-edged sword for leaders. While healthy pride in one’s work or achievements can inspire confidence and motivation, unchecked pride can lead to arrogance, poor decision-making, and the erosion of trust. For leaders, self-awareness and humility are essential for fostering a collaborative, respectful, and growth-oriented environment.
To identify and address unhealthy pride, leaders should ask themselves these eight critical questions.
1. Am I Open to Feedback, Even When It’s Critical?
Leaders who resist feedback often let pride blind them to their shortcomings. Being open to constructive criticism demonstrates humility and a willingness to improve.
Reflection:
- Do I actively seek feedback from my team?
- How do I respond when feedback challenges my decisions?
Action Step:
Create regular opportunities for anonymous or direct feedback to ensure honest input from your team.
2. Do I Give Credit Where It’s Due?
Leaders driven by pride may struggle to recognise the contributions of others. Acknowledging team efforts builds trust and morale.
Reflection:
- Do I frequently recognise and celebrate my team’s successes?
- Am I quick to share the spotlight or take credit alone?
Action Step:
Adopt a habit of public praise, whether through team meetings, emails, or one-on-one conversations.
3. Do I Listen More Than I Speak?
Effective leadership requires listening to diverse perspectives. Leaders consumed by pride may dominate conversations, stifling innovation and collaboration.
Reflection:
- Do I interrupt or dismiss ideas that don’t align with my vision?
- How often do I seek input from quieter team members?
Action Step:
Practice active listening by allowing others to speak first during discussions and summarising their points to show understanding.
4. Am I Willing to Admit When I’m Wrong?
Prideful leaders often fear admitting mistakes, viewing it as a sign of weakness. In reality, owning up to errors builds credibility and trust.
Reflection:
- How do I react when my decisions turn out to be wrong?
- Am I comfortable saying, “I made a mistake”?
Action Step:
Model accountability by openly acknowledging your mistakes and sharing the lessons learned with your team.
5. Do I Encourage Diversity of Thought?
Prideful leaders may unintentionally surround themselves with “yes people,” avoiding challenges to their ideas. Encouraging diverse viewpoints fosters better decision-making and innovation.
Reflection:
- Do I actively seek opinions from team members with differing perspectives?
- How do I handle disagreements in discussions?
Action Step:
Create an environment where dissenting ideas are welcomed and rewarded for contributing to the organisation’s success.
6. Do I Prioritise the Team’s Success Over My Own?
A pride-driven leader may prioritise personal recognition over the organisation’s collective goals. True leadership focuses on the team’s achievements.
Reflection:
- Are my decisions driven by ego or the best interests of the team?
- How do I ensure my actions align with organisational objectives?
Action Step:
Regularly reflect on how your decisions impact the team and prioritise long-term benefits over short-term accolades.
7. Am I Open to Learning and Growth?
Prideful leaders may believe they’ve already mastered everything they need to know. Embracing a growth mindset ensures continuous improvement.
Reflection:
- Do I actively seek opportunities for personal and professional development?
- Am I open to learning from my team, regardless of their rank or experience?
Action Step:
Commit to lifelong learning by attending workshops, reading leadership books, or seeking mentorship.
8. Do I Show Empathy and Humility in My Leadership?
Empathy and humility are antidotes to pride. Leaders who connect with their teams on a human level build loyalty and foster a positive culture.
Reflection:
- Do I genuinely care about my team’s well-being and challenges?
- How do I balance authority with approachability?
Action Step:
Practice empathetic leadership by regularly checking in with team members and showing genuine concern for their needs and aspirations.
The Takeaway: 8 Questions Leaders Should Ask to Root Out Pride
Rooting out pride is not about diminishing confidence but about cultivating humility and self-awareness. By asking these eight critical questions, leaders can identify areas where pride may be hindering their effectiveness and take actionable steps toward fostering a more inclusive, collaborative, and respectful environment.
True leadership is not about being infallible; it’s about being authentic, empathetic, and willing to grow. Addressing pride head-on can transform not only your leadership style but also the culture and success of your organisation.
