Looking ahead to some projects we are planning for 2017, I was jotting down a few thoughts on similar initiatives from the past to see if there were patterns among those that succeeded and those that did not.
I'm not sure I would have seen the primary factor without this brief post from Jim Heskett, emeritus professor at Harvard and a lecturer regarded with special fondness by a lot of us at Omnicom agencies who have spent a few summer weeks with him, evaluating our own approaches to decision-making and leadership.
Pride or arrogance?
In short: those activities on my "win" list that were undertaken with pride were a lot more likely to succeed than those conducted with arrogance. And when looking at the 'fail' column, almost all came apart when arrogance (or vanity or insecurity or overconfidence - my own or otherwise) was allowed to outweigh common sense.
Worth considering as we close out 2016 and look ahead.
In short, employee pride can serve an organization in many ways—until it doesn’t. That’s the point at which arrogance among proud employees begins to get in the way of effective relationships with customers, suppliers, and even investors.