« Arrogance— you think that you’re right, and everyone else is wrong.
Melodrama— you need to be the center of attention.
Volatility— you’re subject to mood swings.
Excessive Caution— you’re afraid to make decisions.
Habitual Distrust— you focus on the negatives.
Aloofness — you’re disengaged and disconnected.
Mischievousness— you believe that rules are made to be broken.
Eccentricity— you try to be different just for the sake of it.
Passive Resistance— what you say is not what you really believe.
Perfectionism— you get the little things right and the big things wrong.
Eagerness to Please— you try to win the popularity contest ».
« There are no universal ways to prevent failures, except perhaps to be alert for the warning signs. In today’s culture some executives are larger than life and expected to be perfect. Few like to admit they have flaws—even when those around them can plainly see their flaws.
Candid feedback is seen as helpful and a corrective, but who can provide this? Not employees or board members. A confidante, mentor or a trusted coach can help. But in today’s high-pressure environment, leaders need someone they can trust to tell the truth about their behavior. This is where an outside professional executive coach can help leaders reduce or eliminate blind spots and be open to constructive feedback, not only reducing the likelihood of failure, and premature burnout, but also provide an atmosphere in which the executive can express fears, failures and dreams« .