What is the consequence of a supervisor whose primary drive is esteem?

A supervisor whose primary drive is esteem may struggle as an effective supervisor because their focus on personal or external validation can impact their decision-making and interactions with their team. When esteem drives their behavior, they might prioritize their own recognition over the needs of their team or the organizational goals. This can lead to challenges such as the inability to provide constructive feedback, as they may fear triggering negative reactions or damaging their image.

In contrast, effective supervision typically requires a balance between achieving personal goals and fostering a supportive, productive environment for team members. A supervisor overly focused on esteem might overlook critical aspects like collaboration, empathy, and constructive criticism, which are essential for guiding a team effectively. Thus, while they might achieve success in gaining recognition, this drive can undermine their overall effectiveness and the performance of their team.