Ray Crock, the founder of McDonalds, had a favorite phrase: I do all I can to help each McDonalds operator succeed because if they succeed, I do.

It is a simple idea, but too often its opposite is sadly the prevailing method – something like, “I do all I can to make sure I succeed and once I succeed, then maybe I’ll help others.” This self-centered statement causes endless problems in communication, retention, teamwork, participation, loyalty, and motivation. Conversely, Crock’s philosophy builds strong employee commitment and enduring personal success. As we interact with others, we want to promote the culture of helping those around us succeed. This attitude is summarized in the Leadership Gem: “It’s amazing what can be accomplished if you don’t care who gets the credit.”

It All Comes Down to Ego

Imagine a new leader who goes in front of the team and nonverbally communicates, “Look, the only reason you’re here is to make me look good. Got it?”

Have you ever had a boss like this? What an ego! Are his people going to be loyal to him?  Are they going to want to give 110%? Not a chance. Whatever work the employees provide will be to secure their own position—not necessarily to help the team. The culture of the group will quickly become one of individual achievement without consideration for anyone else—let alone concern for the group. Sound familiar?

In contrast to the previous example, consider Ray Crock’s philosophy. A new leader walks into the room and sincerely announces to her group that the only reason she is there is to get rid of their obstacles so they can succeed. Then she rewards them as their performance merits. She knows that if her people succeed, then she succeeds. The team has a job to do and it doesn’t matter who gets the credit as long as the job gets done.

The difference between the two examples above is ego management. Whether it is at home, school, church, or work, managing one’s ego is an essential skill in leading people. Keep