Brandon W. Jones

I love the explanation Brian Regan gives of what the “me monster” is.  I am sure everyone has had contact with a me monster before.  Me monsters take the form of coworkers, bosses, subordinates, etc.  Me monsters can be very destructive in an organization.  The following are three reasons why me monsters are destructive:

 1. Me monsters are in it for themselves.  When you have a me monster in your organization, they are only in it for themselves. They focus on themselves all the time. They only do things if it directly benefits them. 

2. Me monsters tear down other people. Me monsters tear down the successes of others to make their own successes look bigger and better.  They don’t like to see other people succeed because they feel it detracts from them and their image.

3. Me monsters pass the buck to others. Me monsters are more than willing to take the credit when something goes well, but when they don’t it is never their fault.  They are more than happy to pass the blame to someone else.  They are very good at identifying why they are not the ones at fault.

So what can leaders do about the me monsters in your organization?  As a leader it is very important to let everyone know that if anyone fails, everyone fails.  The me monster behaviors cannot be tolerated if an organization is to have success.  The me monster behavior destroys a team environment because it breeds content.  When a me monster is present, team players grow concerned that if they are not a careful the me monster will make them look bad.  Those who would not normally be a me monster feel compelled to be one to save face.  Overall, me monsters are very destructive in any organization.

What experiences have you had with a me monster?  How did you handle it?