"Si c'est à propos de votre ego votre équipe ne réussira pas"

When you let your ego drive your decisions, you put a cap on what your team can achieve together. Imagine being part of a crew where one person always has to be in the spotlight—where their ideas are the only ones that matter and everyone else’s contributions are sidelined. It’s frustrating, right? That’s the core idea here: letting ego dominate ruins team success.

Historically, this concept has been echoed by leaders across various fields. Think about it—during the early days of space exploration, NASA had a lot of brilliant minds. You had engineers, scientists, and astronauts working on unprecedented challenges. If everyone had let their ego run wild, insisting their way was the only way, do you think we would've ever made it to the moon? Nope. It was only through collaboration and putting the mission above individual glory that such a monumental achievement was possible.

To illustrate this with a real-life example, let’s talk about a tech startup. Imagine a company developing a new app, and the founder insists that their original vision is perfect. Every team member has innovative ideas to make the app better, but the founder shuts them down because they can’t stand the thought of their initial concept being changed. The result? A product that doesn’t leverage the full potential of the team’s creativity and possibly fails in the market. Instead, if the founder put their ego aside and welcomed input, the app could evolve into something extraordinary, driven by collective genius.

So, how can you apply this idea? Start by actively listening to your team. Give everyone a chance to voice their ideas without judgment. Create an environment where feedback is not just welcomed but valued. Recognize that good ideas can come from anywhere, not just from the top. And most importantly, remind yourself regularly that the ultimate goal is the success of the team, not personal accolades.

Imagine a scenario where you’re organizing a community event. You’ve got a vision, but your team’s got loads of suggestions to improve it. Instead of bulldozing through with your plan, you hold a brainstorming session. Sarah suggests partnering with local artists for live performances—something you hadn’t considered. Mike proposes an interactive workshop that could draw in a crowd. At first, it might sting that these ideas didn’t come from you. But then you realize, the event will be ten times better with these additions. You adopt an open-minded approach, and the event turns out to be a huge success, thanks to everyone’s input.

In the end, it’s about shifting your perspective. You’re not diminishing your leadership by valuing your team’s ideas; you’re enhancing it. You’re building a culture of trust, respect, and innovation. So, the next time ego tries to take the wheel, remember: it’s not about you—it’s about the team and what you can achieve together.