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The Impact of Ego on Team cohesion: How Managers Can Help?

The impact of ego on team cohesion is a critical aspect of team dynamics that managers must understand and address effectively. Ego can refer to an individual's sense of self-importance or their need for recognition and validation. When unchecked, ego-driven behavior can hinder teamwork, create conflicts, and reduce overall team cohesion.

In my personal experience, the hardest manifestation of Ego was in a narcissistic boss whose goal was to crush everyone. Plus, I had a gossiping team worker who acted that way so she could feel better.

On my side, I mentioned in the past, how I experienced racial discrimination. Well, in that situation, my ego turned me into a victim. For example, after setting the record straight with the instigators, I would ruminate for days about how all this was unfair. In reality, we all are powerful being!

Here are simple tips how managers can help mitigate the negative effects of ego on team cohesion:

Promote a Collaborative Culture

· Managers should foster a culture of collaboration where team members are encouraged to work together and share their ideas and expertise.

· Emphasize the importance of collective success over individual glory.

Lead by Example

· Managers should model humility and a willingness to collaborate with others. When leaders exhibit ego-driven behavior, it sets a negative example for the team.

· Highlight instances where individuals put the team's goals ahead of personal interests.

Clear Communication

· Encourage open and transparent communication within the team. This helps in addressing conflicts and misunderstandings early on.

· Provide regular feedback to team members about their behavior and its impact on the team.

Set Clear Expectations

· Clearly define each team member's role and responsibilities to minimize confusion and prevent individuals from overstepping their bounds due to ego.

· Establish clear performance expectations tied to teamwork and collaboration.

Encourage Self-Awareness

· Promote self-awareness among team members. Encourage them to reflect on their behavior and its impact on the team.

· Support personal growth and development in areas where ego may be a hindrance.

Offer Conflict Resolution Training

· Develop conflict resolution skills within the team and provide training if necessary. Help team members address issues constructively rather than letting ego-driven conflicts fester.

· Act as a mediator when necessary to facilitate resolutions.

If supporting your managers who have teams working remotely or in hybrid mode is a challenge for you, I can support you by offering them training.

Simply complete the conference request form HERE

Looking forward to collaborating for the well-being of your teams,

Stéphanie Dauphin


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