Success Advice
Ego: The One Thing That Will Make or Break You in Your Business

Many people work very hard in business. Some spend thousands of dollars on coaches, training, and positioning themselves as experts or “gurus” in whatever niche they specialize in for their clients and customers. Receiving accolades for their work is a wonderful byproduct. Yet, there seems to be something that seeps into some people’s businesses and can kill any success or momentum that’s been built up.
Let’s call it straight up: Your ego is the one thing that can kill your business. Look at the social media world these days. How many people are out there becoming “experts” and making themselves look and feel bigger than they truly are in life? The numbers are staggering. It’s ok to think and visualize for bigger influence or business, yet you don’t have to knock down people in order to get where you want to be.
When perusing Facebook, it’s amazing to see how many people have let their egos run amok. The “ego is not my amigo” sentiment couldn’t be more true than today. The business marketplace is saturated with global entrepreneur superstars. Of course, people are going to attach themselves to ones that stand out to them. This is not a bad thing, yet it can turn into one pretty quickly. More and more, though, the ego steps into the light and brings powerful people down into the depths of despair.
What happened to being human in business?
It still happens when people meet one another at local community or business gatherings. It’s really interesting to see how many people are beginning to shift their mindsets away from online marketing tactics to building solid relationship-based communities.
There are times where having a healthy dose of bravado matters a whole lot. The ego, though, pushes you to be more than you really are to others. A bigger-than-life picture gets formed and, ultimately, it comes crashing down like a burning house.
Is there a place for a healthy ego? Yes. Look at the number of people who have found success and nurture it all the time. They care for and cultivate their success by following what they’ve learned from others as well as from hard-fought life experience. When the healthy ego shows up, it arrives in the form of confidence and humility.
You do not have to be a jerk in your business. “But that’s just the way I am” is a recent and well-worn phrase used by many online entrepreneurs. Ok, so you are going to talk to your family and friends the same way you do in comments to people online? Maybe you can check yourself before commenting again.
There is a definite pathway to prosperity and a wonderful life. It does not have to be marked with potholes and rude behavior because that will lead to stinking thinking and doing harmful deals. E-G-O. It is a short, little word yet packs a powerful punch, doesn’t it?
“Leadership is not a popularity contest; it’s about leaving your ego at the door. The name of the game is to lead without a title.” – Robin S. Sharma
You can change the course of your ego by making some simple new choices day by day
One of them is to have compassion for other people. Remember, not everyone’s path is your path, nor is theirs yours. Every single person wants to succeed at something in life. It might not be business related at all. It might be running a marathon, finding the special relationship with a significant other, or taking a long-dreamed-about trip to a foreign country.
Those are markers of success in peoples’ lives. Do you have the depth of compassion to appreciate someone else’s happiness and not make it all about yourself? If this doesn’t happen in your world, then check yourself.
Another new choice to make is avoiding any reaction out of haste to other people and their words. Reacting from a place of fear and insecurity ends up leaving you looking like a hot mess. What would it look like if you responded more fervently and from the heart instead of your head? It might make you look even better than before.
It is little changes every day that add up to a better way of communicating with others. It also takes the ego out of the equation.
Removing ego is important
Removing your ego from your business is a powerful choice. Instead of always having to be “top dog” and act out in videos or through your words in private, you can actually be a human being and keep on growing.
People are attracted to different types of business owners and entrepreneurs. The ego will always be around and cause problems. This is a fact. Yet, does it have to be the be-all, end-all way of doing business? No, and it shouldn’t be.
It’s time for more compassionate and thoughtful entrepreneurs to step into the light. It’s time for egomaniacs to step aside, count their millions, and thank the Universe for their success. Their time in the light is growing smaller and smaller. Their private mistakes are being pushed into the public’s eye.
“Check your ego at the door. The ego can be the great success inhibitor. It can kill opportunities, and it can kill success.” – Dwayne Johnson
You can check your ego at the front door. You can be part of the great change sweeping across businesses today. Consider your words and actions wisely. Don’t let your emotions take over your thought patterns. The ego loves to see you act out in haste, anger, and frustration.
But the more you let your ego run the show, the quicker your business will go bye-bye. You don’t want that to happen, do you? Of course not, so be humble and caring about others. Lead from behind. Encourage others in your business from a heart-centered perspective. The rewards you will reap from doing these things will pay off more than any ego-churning online course.
Do you struggle to separate your ego from your own self especially when it comes to your success? How do you manage your ego before it gets to big? Let us know your advice in the comments below!
Success Advice
Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)
The surprising truth about leadership styles that can make or break your team’s success.

Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)
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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)
Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)
Entrepreneurs
The Leadership Shift Every Company Needs in 2025
Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”
While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.
Why This Gap Exists
Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.
What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.
Tools and Techniques to Bridge the Gap
Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.
1. Practice Mutual Empathy
Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.
2. Maintain Professional Boundaries
Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.
3. Follow the Golden Rule
Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.
4. Avoid Micromanagement
Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.
5. Empower Employees to Grow
Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.
6. Communicate in All Directions
Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.
7. Overcome Insecurities
Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.
8. Invest in Coaching and Mentorship
True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.
9. Eliminate Favoritism
Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.
10. Recognize Efforts Promptly
Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.
11. Conduct Thoughtful Exit Interviews
When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.
12. Provide Leadership Development
Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.
13. Adopt Soft Leadership Principles
Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.
The Bigger Picture: HR’s Role
Mercer’s global research highlights five key priorities for organizations:
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Build diverse talent pipelines
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Embrace flexible work models
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Design compelling career paths
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Simplify HR processes
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Redefine the value HR brings
The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.
Treat Employees Like Associates, Not Just Staff
When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.
Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.
Entrepreneurs
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