Without humility as an inherent personal trait, an individual will not be open to receive inputs from peers, less likely to heed pertinent comments like advice. Without openness in mind, he will not perceive holistic understanding of a subject, issue, or event development. Egoism invariably leads to blind pride, which then culminates to impudent and imprudence arrogance. THE END RESULT: Being blinded to realise realities that occur around him.

Egoistic individuals stay rigid to their mindsets because they remain incalcitrant about their concepts - that they know best what they feel and sense. In short, egoistic persons are obstinate in thought, disposition and countenance. Because of obstinacy, they are not "adaptable" and "adoptable" to change in consonance with realities. 

They are not tolerant to endure listening to the viewpoints of other colleagues, whether expressed by subordinates or superiors. I share my self-coined adage to substantiate why egoistic individuals fail to progress in life: THEY SEE BUT NOT PERCEIVE CLEARLY; THEY HEAR BUT NOT LISTEN TO COMPREHEND THE ACTUALITY......ALL BECAUSE OF MENTAL BLOCK CAUSED BY EGO.

Here is a list of traits reflecting egoistic individuals (from sources across the web):

* SELF-CENTREDNESS. Egoistic individuals prioritise their own needs, desires and viewpoints above those of others.

* LACK OF EMPATHY. They do not bother to understand the opinions of others, often dismissing or ignoring different perspectives.

* OVERLY SENSITIVE TO CRITIQUE. They take inputs that are not in line with their self-views as unfounded criticism. They often become overly sensitive. Often turn defensive when receiving feedback not to their liking. Unwilling to acknowledge their flaws. 

* ARROGANCE. They act in a superior and condescending manner in communication with peers and subordinates. Often overestimate own abilities but underestimate others. Always wanting to be right albeit without knowing whether they are actually correct.

* SEEKING CONTROL. they try to dominate situations and control others to maintain their sense of superiority.

* JUDGEMENTAL. They "look down" on the people who have different viewpoints compared to theirs. People who are different from them are inferior in terms of calibre and personality.

On the contrary, HUMILITY or MODESTY exudes a virtue that casts positive vibes to other people that modest individuals connect with. Here are some favourable traits reflecting humility/modesty (from sources across the web):

* FOSTERING STRONG RELATIONSHIPS WITH OTHERS. They enhance leadership effectiveness by encouraging mutual communication, and willingness to learn. They also foster mutual trust and cooperation. They create positive work environment.

* ENHANCED SELF-AWARENESS. They recognise personal limitations and strengths; heed useful inputs for purpose of self-improvement. They are receptive to new ideas, promoting learning and growth. 

* EMPATHY. By understanding the perspectives of others, they become better equipped to connect with and support people working with them. 

* REDUCED DEFENSIVENESS. They are willing to acknowledge mistakes and work out improvements. 

* CULTIVATE CULTURE OF LEARNING. They encourage subordinates to continue taking up work-related enhancement programmes/courses, research etc. They provide relevant advice and inputs in a genial manner (not condescending).

Common habits of egoistic personalities can be exhibited via the 4 C's manner of communication, viz. Conceit; Command/Control; Criticise; Complain.

* CONCEIT. They express they know best with regard to subjects of their interest and experience, hence inputs from peers or subordinates are deemed irrelevant and therefore ignored. They think they are always right in their dogmatic views, thus shutting off opinions offered by other people. They are fond of abruptly cutting in to pass comments before his counterpart could finish speaking. End Result: They cannot think out of the constricted mental box for exploring potential progress.

* COMMAND/CONTROL. They want others to toe to their line - in other words, to be subservient. They like to issue directives. Subordinates are not granted flexibility in work approach but to always follow the set structured process. Partners will get frustrated. End Result: Subordinates will act according to orders and not do more within own ability, thus stifling progress. Partners will leave due to soured relationship. 

* CRITICISE. When expressions of peers are not to their liking, criticism are leveled spontaneously. When subordinates do not act according to their expectations, they manifest their displeasure, including reprimand. On the other hand, they do not accept inputs from others which contradict their remarks. Their aggressive demeanour mould an unconducive or threatening work environment. Their unwarranted criticism mars their social relationship with peers. End Result: Peers stay away. Subordinates resign. They then fend for themselves without help. Ultimately, they could only grumble alone when others stay away,

* COMPLAIN. Egoistic individuals feel they should rightly be accorded prompt and proper attention from other people to their needs. When any department in their workplace fail to reciprocate within expectations relating to their requests, they will not hesitate to pen their displeasure in writing to the other department head, perhaps cc extended to the higher level. End Result: An air of animosity prevails between them and the other people they interact with. Their counterparts will choose to ignore their outspoken rants after a couple of episodes of handling the complaints. Ultimately, they alone fend for themselves in work without cordial support from peers.....their work progress will be stifled. 

In the work arena, "signals" of an egoistic superior may be reflected by way of their choice of remarks when communicating with subordinates, somewhat like........

"You should be like John, being more proactive!" (in admonishing tone, making comparison with another subordinate)

"Why can't you do it right as expected?!" (condemning remark implying the subordinate is incompetent, which will definitely dampen the subordinate's spirit in respect of career progression)

"This matter is taking away my precious time from other tasks. It should have been settled easily!" (reprimanding the subordinate for wasting the superior's time by not being able to handle the matter expediently)

"Cease citing excuses and trivial issues you are facing - just fulfil as expected!" (reprimand tone to indicate the subordinate's inputs are impertinent. Also showing air of superiority)

An egoistic officer lacks leadership acumen. The narcissist mentality will not attract respect or reverence from subordinates who may either ultimately resign or request for transfer. Neither newcomers may stay long. Work issues will remain unresolves. He will not be able to make headway in performance results as a lone ranger. End Result: He himself will not be able to last as a team leader.

In comparison, the American Psychological Association postulates a humble person imbues low focus on the self. He recognises not only his own strengths but also his limitations, thus keen to learn for improvement. With keen listening attention, he exudes a more authentic nature by focusing on collaboration. By such demeanour the team leader is able to gain influence over subordinates, hence keeping his team intact. End Result: The team reaps further performance progress together. 

Concluding Quotes:

"God opposes the proud but gives grace to the humble." (Book of James 4:6)

"Humility is not thinking less of yourself; it's thinking of yourself less." (Rick Warren)

"Humility is the solid foundation of all virtues." (Confucius)

"Great leaders don't need to act tough. Their confidence and humility serve to underscore their toughness." (Simon Sinek)