A recent study published in Psychological Science suggests that people across the globe are becoming more individualistic over time. Individualism, as opposed to collectivism, relates to how independent and self-reliant (and self-centered) people are.
—Ronald Riggio, Ph.D.
This morning, we observed an elderly couple attempting to cross a quiet street on a calm Sunday morning. As they were about mid-way, a middle-aged driver, container of coffee in one hand, talking (hands-free) and rather animated, went through the crossing without a care in the world. The driver clearly saw them, and had an option: to stop and allow the couple to pass or to ignore them drive through the crossing, and be oblivious to the world.
VIM Executive Coaching would be thrilled to say the above decision was a “one-off,” as rare as white buffalos and unicorns, however we certainly see it in prospective business coaching clients as well as in many current social constructs: individualism over collectivism. In other words, an ever-increasing sense of entitlement and a lack of compassion.
Where did it go?
British sociologist Lauren Edwards-Fowle recently categorized seven behaviors of those who are lacking in compassion and respect for others. These traits include:
- A general lack of close relationships in their lives.
- Unusual responses to the grieving or sadness in others.
- An inability to be genuinely happy for others.
- “Over the Top” egotism.
- A sense that their set of beliefs are the only beliefs.
- Reacting oddly to the emotions of others.
- An undeniable sense of entitlement.
In general, sociologists and psychologists see no great difference in the way people interact in their work lives versus their behaviors among family and friends.
If executive leaders have become more individualistic in their thinking and less “collective,” what is that saying about the state of leadership in general?
Where the lack of mindfulness takes us
A major, in-depth review of self-centered leadership going back several years revealed a simple truth:
“The literature review suggests many negative consequences of leader narcissism for organizations. First and foremost, narcissists lack concern for others. They see themselves as transformational leaders, but this view does not seem to be reciprocated by others.”
Individuals in organizations who see only themselves, and impose their senses of entitlement on their companies or non-profits, might believe they are being effective however their self-centered beliefs are not embraced by those who must work with them. As the study concluded:
“Organizations seem to have turned into a “me-me-me” world of narcissism. Scholars and the public are therefore concerned with the negative impact that narcissism may enfold, especially when narcissists gain leadership positions.”
The core problem we at VIM Executive Coaching recognize as business coaches is that styles tend to perpetuate themselves. If narcissism and self-importance, and all of the lack of true authenticity in regard to managing employees is seen in the “C-Suite,” in-person or virtual, chances are it is copied in leadership all the way down the ladder.
Where the lack of mindfulness seems to be leading is a huge disconnect between leaders and their employees. Some still blame this disengagement on the pandemic, others point to social media or politics or cable news. We offer a much simpler explanation for this lack of awareness and collectivism: poor training.
When did executive leaders start to forget about one another in the workplace? We would suggest it began the moment it became more important for many to intentionally race through crosswalks in self-centered entitlement than to mindfully stop and then respond to the needs of others.