“This is a very large alarm signal for me”: A Harvard Specialist reveals the worst personality characteristics of a work colleague

Thomas and Manon, employees of the company specialized in digital marketing, worked together on a common project. From the beginning, Manon invested time and energy to provide innovative solutions. But in each meeting, Thomas presented his views as if he was the only institution. Do you have the already seen air? This is normal, this toxic position is rather common in the workplace, removing the gardener of the Professor at Harvard Business School.

If a company’s success is largely based on cooperation and confidence among employees, then this persistent behavior can compromise this dynamic. The fact of appropriating the qualifications of others’ ideas also represents the “huge alarm signal” for the expert.

This behavior is one of the worst obstacles in business

Let’s go back to the situation experienced by Manon and Thomas. “I was the first time,” says the woman. I hope that he would end my participation. But when he received congratulations from the director without mentioning my role, I felt that a ball was made in my stomach. How can he take my work qualification? In the days, my inspiration turned into frustration, then in tiredness. This situation of injustice was in the heart of all my conversations with my friends, my family and my lover, until my mental health ends. One day, I decided to resign despite my passion for my job. I do not regret anything, but I have a bitter taste. I will not allow anyone to be suitable for my mental health. ,

Manon’s testimony is confident. For Harvard expert, it is behavior One of the worst obstacles for business cooperation. According to him, it shows either lack of reliability or skill deficit. In other words, it is disabled that knows how to give importance to itself. Identifying them allows you to protect yourself.

Identify these “reliable breakers”

Recognize the contribution of others. Consider lack of morality and reduce confidence within the team. “This confidence breaks does not show how their colleagues contribute to their success, warning the expert. Inability to recognize others’ efforts is a major alarm signal”. Of course, the success of a project ever a person ever It is not based on every contribution of collective work. In fact, these personality mastered the art of talking about what they do not master.

The excess of confidence is associated with a cognitive prejudice known as the Duning-Curger effect. In 1999, the first theorized by psychologists David Dunning and Justin Kruger, the mechanism, also known as an observation, nominates at least qualified people who know how to reduce themselves. “These are people who always have pseudo-recommendations or expert opinions that they do not master. Psychologist Claire Petin says that it can be explained by lack of metacogulation, which is inability to step back and realize its disability. It is sometimes difficult to know if you adopt this behavior yourself. For example, when a better congratulates you for a project made as a team, do you leave to mention the participation of your colleagues? These clearly harmless conditions can reduce confidence and damage the reputation of the person that applies the merit of others’ work.