○Organizations and Leaders [4]

     A leader with a strong ego tends to brag about the achievements of their subordinates as if they were their own.

    The more ego is involved in a leader's decision-making, the further they stray from sound judgment. For instance, factors like anger, resentment, inferiority complex, and personal gain can skew their decisions.

    A leader who adheres to a "tit-for-tat" policy is not suitable for the role. Even if the immediate problem is resolved, resentment from the other party remains, and retaliation might come after 1 year, 10 years, or even 50 years.

    One should not choose a leader who makes people feel like they will be retaliated against if they oppose them. Those who choose such a leader are doing so out of fear, and their judgment is biased.

    If a leader is insincere, the organization won't be a comfortable place to be.

    People with bad personalities are disliked, while those with good personalities are liked. People don't want to belong to an organization run by someone with a bad personality. Therefore, it's necessary to choose a leader with a good personality. A good personality refers to someone who is not overly attached to their ego and exists as a conscious being.

    If a leader is coarse, those staff members who are not coarse will feel ashamed to belong to that group, especially when other people find out.

    Credibility is more important for a leader than their title. To gain credibility, one needs sincerity and competence. If a leader is credible, the staff will trust and listen to them, and take action, even without a title. If a leader only has a title, the staff will only pretend to obey superficially.