EGO: Makes you fail, eventually!

Specific attributes or characteristics which differentiate a person with others and can make a person to be seen as a Talent and not others, are the building blocks for a person’s success or failure.

Therefore, often referred to word ‘Talent’ means soft skills, nothing else. We may refer to it, in general parlance as an ‘attitude’ too. In corporate, you would find ‘Technical’ persons vehemently trying overlooking the importance of it. So much so that pressurizing a management crumble under the pressure. My belief here is that people know the importance of soft skills, but personal biases come their way to accept it. Simple reason, acceptance may devoid them of getting ‘vertical growths’ or more compensation without having required skills. Personal Interests!!! Personal interests to make companies fail.

I mentioned about the ‘Talent’ in a different context in one of my previous blogs. Point there, I put forth was that there is no shortage of any talent except if managers do not do their job judiciously of identification of right competencies in their subordinates and developing them as per the requirements of jobs. My understanding of the subject is that every human being is a talent; only point to look at is the fitment with a role or a job. If employees are looked at their ‘natural abilities’ and are fitted into right roles & responsibilities; perhaps, you will see more & more talent coming up on the surface.

Trigger of my writing this blog, however, is a story published in a leading daily-The Economic Times about the new CEO of Microsoft. But, what happened behind the scene while choosing Nadella, caught my interest. The story talked about reasons of Steve Ballmer stepping down as CEO and why Allan Mulally, a very successful CEO of Ford; not becoming CEO of Microsoft. Common reason – Soft Skills.  

‘Ballmer’s, as quoted in the newspaper, ‘relations with the board hit a low at a June meeting when he shouted ..........’. The story further goes, ‘Ballmer was so loud that day in June that his shouts could be heard outside the conference room.’

A further mention in the coverage refer to, ‘They (board) were frustrated by his tendency to talk more than listen and his reaction to push back.’

Another reference made in the story is about Allan Mulally, Ex-CEO of Ford.

Allan Mulally who was the best fit for the role;  as Microsoft on its part prioritise management skills over a technical pedigree and has shown his ‘Talent’ well while as CEO of Ford in saving the automaker without resorting to bankruptcies or bailouts; failed to become CEO finally. Reason, his ‘soft skills’ made him fail. Why?

As quoted in the coverage, ‘In the process, Mulally’s ego got in the way. While he met with members of the search committee and expressed interests in the job, he refused to formally interview.’

Highlighted words – shout, reaction, to talk more than listen, ego etc are personal attributes what differentiate a person as a talent.

The point here is that both of them, very successful ‘Executives’ failed eventually to their personal attributes. Ballmer & Mulally became victims of their own soft skills of not able to handle their anger, frustration, ego etc.

People may ponder about what initially made them to be CEOs & so successful. My answer to this is that they might not have allowed their shortcomings to come up or at best, they were not having that ’EGO’ of being ‘Ballmer’ or ‘ Mulally’.

Basics to drive out from this illustration is that qualification, experience etc may make you grow but not successful. It is your soft skills – the real talent which make you successful.  As one CEO said, ‘there are thousands of people who may be more or equally intelligent, but could not climb the ladder of success because of their behavior.’

Ego, the image of yourself created by yourself, which you accept as your permanent core, and which you serve as if it truly has an objective existence. Ballmer & Mulally failed to see ’Ego coming in their way of success.