Emotional Intelligence – Pride vs. Arrogance
We can all show pride towards our work, team, and/or company. Sometimes this pride can lead into arrogance. When arrogance occurs, it can begin to stall development due to a faulty vision. Pride vs. Arrogance exercise helps breakdown the differences between the two, where they could overlap, and discuss how you can become more self aware and deliberate related to this topic.
VENN DIAGRAM
In a group or by yourself, create a venn diagram with one side being pride and the other being arrogance. If stuck with trying to think of ideas, think of different situations related to this topic that you have witnessed or been through. Describe what was standing out with the situations.
DISCUSSION QUESTIONS
Discussion questions can be a great way to dive into the topic of pride vs. arrogance that can bring new insights on the topic
- Have you thought about the difference between pride and arrogance before?
- Where/when do you think you may be falling into arrogance instead of pride? What about witnessing this within your team or company (current or prior)?
- How do you think you could become more self aware related to this topic? How could others help you?
- How comfortable do you feel mentioning to your colleagues if they may be falling under arrogance instead of pride in a situation? From a colleague that is a leader, direct report, or peer.
- What actions do you think you and/or your colleagues could do to keep actions/thoughts on the side of pride instead of arrogance?
- Do you think arrogance has affected your professional growth? Or handling of certain situations?
- Where do you think you’re excelling within this area?
For more information about this material, email kmcclain@praeliscere.com or visit https://praeliscere.com/. Copyright Kathryn McClain.
We can all show pride towards our work, team, and/or company. Sometimes this pride can lead into arrogance. When arrogance occurs, it can begin to stall development due to a faulty vision. Pride vs. Arrogance exercise helps breakdown the differences between the two, where they could overlap, and discuss how you can become more self aware and deliberate related to this topic.
Facilitator Notes
- Personalization: As the facilitator, you are encouraged to adjust the exercise to meet the needs of all team members.
- Pre-Communication: Share agenda or exercise document at least 48 hours prior to exercise/training. This will allow time for individuals to review and ask clarifying questions prior to the meeting. Make sure to include session length of time and expectations in prior communication (e.g., if virtual, cameras/microphones expectations).
- Directed Examples: Provide relevant examples when going through sections.
- Psychological Safety: No calling on individual participants to put them on the spot.
Keep in mind when delivering your exercise/training those that are neurodivergent, non-native English speakers/ESL, introverts, internal processors, and those that may be burned out/cognitive overload.
Discover Praeliscere’s Emotional Intelligence Hub. Select the title to go directly to the resource.
- Pride vs. Arrogance
- Check In Meeting – Emotional Intelligence Focus
- Taking Accountability
- Handling Change
- Emotional Intelligence 360-Degree Assessment
- Emotional Intelligence 360-Degree Assessment Reflection
- Emotional Intelligence Training
- Communication Self Awareness Guide
- Regulation of Emotions
- Emotional Intelligence Supporting Your Goals
- Read the Room
- Emotional Intelligence with Working Relationships
Ongoing Application and Reinforcement
After a training, exercise, or assessment is completed, ongoing application and reinforcement become the focus. Learning is sustained through follow-up trainings, exercises, and/or micro-learning opportunities, as well as by integrating the topic into goals, performance conversations, recognition efforts, and peer learning groups.
As individuals build knowledge, experience, and confidence, they are empowered to lead, share insights, and support others in applying the learning as well. This approach reflects the meaning of Praeliscere with Learn, Apply, Lead.
Discover Your Next Resource
Dive into each Hub for further exploration and resources.
What should we build next?
Our resources are shaped by the people who use them. Use our quick feedback form to suggest new topics, tell us what we are doing well or how we can improve our current resources. Click here for our Resource Feedback Form
Learn. Apply. Lead.
Practical Insights Delivered. Get access to new tools and workplace-ready resources as they’re released monthly.
Stay in the loop with our latest insights, resources, and updates by connecting with us on LinkedIn and Facebook. It’s a great way to engage with our work and join the conversation.