We’ve all come across arrogance at work. It might be the manager who dominates meetings, the colleague who subtly belittles others, or the high-performer who never seems to acknowledge mistakes.
Arrogant individuals often present a tough exterior, but underneath lies insecurity – a need to be seen as superior. And when someone with this mindset gains influence or seniority, the impact on a team or organisation can be significant.
Left unchecked, arrogance can drain morale, create fear-based cultures, reduce productivity, and stifle creativity. People become hesitant to speak up or offer new ideas. Confidence dwindles across the board.
But let’s pause: are we always clear on what arrogance looks like? And more importantly, do we truly understand how it differs from confidence?
Confidence vs. Arrogance – Why It Matters
On the surface, confidence and arrogance can appear similar. But they come from very different places – and they lead to very different outcomes.
Confidence comes from within. It’s quiet, grounded, and allows space for others.
Arrogance is loud, ego-driven, and often built on insecurity or fear.
The confident individual supports others, takes responsibility for mistakes, and seeks collective success. The arrogant person seeks validation, shuts others down, and avoids accountability.
Arrogance in the Workplace
Arrogance can exist at any level of a business – from the boardroom to the back office. It might be the star salesperson who believes they’re above collaboration, or a team leader who undermines others to maintain control.
Why does it matter? Because arrogant behaviour is contagious. It can spread throughout a team and set the tone for the entire organisation.
Arrogance breeds arrogance. Confidence breeds confidence.1
Could It Be You?
Think back to the leaders you’ve admired in your career – what made them stand out?
Now consider this: could you be unintentionally displaying signs of arrogance? Many of us unconsciously model behaviours picked up from past managers – and not all of them were ideal. Under pressure, it’s easy to slip into old habits that prioritise control over collaboration.
Perhaps you’ve noticed yourself interrupting in meetings or defending your position too strongly. These behaviours often stem not from arrogance, but from something more familiar: imposter syndrome.
The good news? Awareness is the first step toward change. With reflection and intention, you can replace reactive patterns with quiet confidence, humility, and true leadership strength.
Spot the Difference: Arrogance vs. Confidence
The Arrogant Person:
- Always wants to be right
- Rarely takes ownership of mistakes
- Projects blame onto others
- Shuts down dissenting voices
- Needs to prove their superiority
- Fears being wrong or exposed
The Confident Person:
- Is calm, grounded, and leads by example
- Is open to feedback and alternative views
- Takes responsibility and learns from errors
- Builds up others and celebrates collective wins
- Is secure in not knowing everything
- Makes space for different opinions
What Arrogance Costs Your Organisation
Arrogant individuals typically operate with a fixed mindset. They resist change, shut down ideas, and are often more concerned with looking good than being effective.
This creates a toxic ripple effect:
- Innovation slows
- Teams become fearful
- Collaboration suffers
- Emerging leaders feel suppressed
In contrast, confident employees help others grow. They support a learning culture and promote psychological safety – two foundations of modern, agile organisations2.
Why Leaders Must Model the Right Behaviours
In leadership, behaviour is magnified. One dismissive remark can ripple across an entire team. That’s why self-awareness is critical — not just for the leaders of today, but for the culture you’re shaping for tomorrow.
Leaders who demonstrate confident behaviours:
- Encourage dialogue
- Welcome challenge
- Admit when they’re wrong
- Ask more questions than they answer
- Give credit freely and take blame when needed3
These traits foster trust — the ultimate currency of great leadership.
Final Thoughts
Arrogance and confidence may look similar on the outside, but they produce vastly different results.
Confidence creates space, builds people up, and drives performance. Arrogance constrains growth, isolates talent, and protects ego over outcomes.
As a leader – or aspiring one – the path forward starts with reflection. Which traits are you modelling today? And which will you choose to model tomorrow?