| Managing a Shameless Self-Promoter. Every good manager wants team members who are smart, skilled, and ambitious. But what if one of your employees spends too much time marketing themselves to senior leaders or takes sole credit for your team's work? You don't want to look insecure, but you need them to put the team before their own agenda. First, be objective. Is their self-promotion hindering their performance? If they are distracted from their day job, remind them of their responsibilities. Second, manage your own self-doubt. Don't be vengeful or self-critical. Third, be consistent in your feedback. Make clear what self-promotional activities are acceptable, and don't make exceptions or treat employees differently. Fourth, don't fall into the trap of competing with your employee. Competition that stems from positive, shared intent can be constructive, but when it's based on anxiety, you might end up sabotaging your employee and yourself. And finally, consider whether there is anything you can learn from your employee. Asking them to share their secrets may feel uncomfortable, but it could also build trust and help you maintain your leadership. | | | | Today’s Tip | | Managing a Shameless Self-Promoter | | Every good manager wants team members who are smart, skilled, and ambitious. But what if one of your employees spends too much time marketing themselves to senior leaders or takes sole credit for your team's work? You don't want to look insecure, but you need them to put the team before their own agenda. First, be objective. Is their self-promotion hindering their performance? If they are distracted from their day job, remind them of their responsibilities. Second, manage your own self-doubt. Don't be vengeful or self-critical. Third, be consistent in your feedback. Make clear what self-promotional activities are acceptable, and don't make exceptions or treat employees differently. Fourth, don't fall into the trap of competing with your employee. Competition that stems from positive, shared intent can be constructive, but when it's based on anxiety, you might end up sabotaging your employee and yourself. And finally, consider whether there is anything you can learn from your employee. Asking them to share their secrets may feel uncomfortable, but it could also build trust and help you maintain your leadership. | | This tip is adapted from “What to Do If Your Employee Starts to Outshine You,” by Nihar Chhaya | | |  | | Our slides. Your show. | | Build better presentations with our subscriber-exclusive Visual Library. HBR charts, slides, and infographics — yours when you subscribe. | | | | |  | | Newsletter | | The Daily Alert | | Links to all the digital articles published in the last 24 hours. | | | | | | | | | | | |
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