When you detect behaviours which reflect that someone wants to control everything, it would be beneficial to remind him/her of the company’s policies and mission statements
Isabelle arrives at a meeting with a clear agenda; “we must elect a leader, or else the entire thing will collapse, and we will achieve nothing,” she says. She promotes herself as the natural and the only aspirant for the role, owing to her colossal experience which was greater than what the rest of the members could claim. Her speech was arrogant, her cadence sharp and vigorous – but she is the manager.
When the mood escalated, and the meeting drifted off the course, members’ goals blended with egos. Everyone was confused, and eventually, ego won, took the lead, leaving goals behind.
Isabelle wants to build the kingdom and rule like an emperor. She is a manager with too big an ego. Ballistic as it is, characterised managerial ego kills your business. They tend to write cheques your business cannot cash.
In the management trade, they call it empire building. Coupled with urge to create fiefdoms of pumped-up staff and budgets that contest the exaggerated ego of the proprietor, it does sabotage your team.
Moreover, because they call themselves the empire builders, their ultimate goal is to increase their personal power and stature by accrediting departments and information. It is like an exquisite peacock strutting around his multicolor tail for the females.
Leadership is evolving from rigid command-and-control model to a collaborative one. Hungry for power, alphas are deeply undermining the communal good and hindering employee engagement. They smother performances; destroy rapport and trust of your origination.
How can you identify empire builders?
Whether to believe or not, empire builders exist in every business. Here are few characteristics that can help you identify them:
Their existence makes a department suffer from excessive spending which, eventually leads to poor bottom line. When they practice empire building, their visible power struggles deflate teams resulting into poor team morale. You witness loads of bottlenecks, which means, your company’s potential will trim down up to lower percentages due to hindrance to employee engagement.