Overconfidence: A Silent Killer

In one of my earlier articles written in June 2020, we discussed the toxic bosses. Today, we are on the other side of the coin discussing the toxic or difficult employees.

As a business owner, manager or HR leader, we need to know how to deal with any category of employees. Some employees are extrovert, some are too sweet, some are shy and are boring to interact with. As managers, we should know how to interact with them, deal with them and get maximum output from them. 

Remember, a toxic employee is not just a problem for the employee community. If one person makes life difficult for rest of the employees and in turn for the company, discontent can fester and become a major distraction. The air of dissent affects everyone and can cause a dramatic decrease in productivity and the departure of other performing employees. If handled correctly, you have the power to diffuse the situation and return the team to productivity.

Unfortunately, dealing with difficult employees is an unavoidable part of the job, and it’s best to address the matter sooner rather than later.

 

Last week, I wrote about Toxic Employees, an issue greatly faced by many organisations across the world. Today, we shall deliberate on yet another level of arrogance organisations face, called “overconfidence”.

Recruiters, headhunters, all around the world look, for confident candidates during the interview sessions. Same goes for the line managers. No one wants to hire a frightened candidate with low esteem or a dried-up throat or someone cannot look into your eyes and talk to you for a short interview. The recruiter’s or line’s talent actually comes into play when they can figure out what is low confidence, confidence itself and overconfidence? In fact, they should be able to figure out who is actually putting an act or wearing a false face during the session and who is being genuine.

Definition of Overconfidence 

To simplify, excess to anything in life isn’t normal. Same goes for Confidence. We, as professional leaders, must make a deliberate effort to normalize the talent and attributes associated to all the aspects of what we call ‘Talent’. Bell should start ringing when we see someone is putting an act or overdoing or overcommitting etc.  “Overconfidence is overestimation of one’s accuracy, or, alternatively, an overestimation of ability relative to others, and links with increased failure risk of firms Hayward et al., 2006. Overconfidence bias can KILL your company.

Here’s a five-step plan that can help you diplomatically and effectively resolve these situations. 

Please read full article from following links

LinkedIn

Medium

Share

Add Your Comments

Your email address will not be published.