Ego Is the Enemy

by Ryan Holiday

Think about this the next time you face that choice: Do I need this? Or is it really about ego? Are you ready to make the right decision? Or do the prizes still glitter off in the distance? To be or to do—life is a constant roll call.

The power of being a student is not just that it is an extended period of instruction, it also places the ego and ambition in someone else’s hands. There is a sort of ego ceiling imposed—one knows that he is not better than the “master” he apprentices under. Not even close. You defer to them, you subsume yourself. You cannot fake or bullshit them. An education can’t be “hacked”; there are no shortcuts besides hacking it every single day. If you don’t, they drop you.

Each fighter, to become great, he said, needs to have someone better that they can learn from, someone lesser who they can teach, and someone equal that they can challenge themselves against.

The art of taking feedback is such a crucial skill in life, particularly harsh and critical feedback. We not only need to take this harsh feedback, but actively solicit it, labor to seek out the negative precisely when our friends and family and brain are telling us that we’re doing great.

You’d learn a great deal by solving diverse problems. You’d develop a reputation for being indispensable. You’d have countless new relationships. You’d have an enormous bank of favors to call upon down the road.

That’s what the canvas strategy is about—helping yourself by helping others. Making a concerted effort to trade your short-term gratification for a longer-term payoff.

discover opportunities to promote their creativity, find outlets and people for collaboration, and eliminate distractions that hinder their progress and focus.

the person who clears the path ultimately controls its direction, just as the canvas shapes the painting.

Instead, he implemented what he called his “Standard of Performance.” That is: What should be done. When. How. At the most basic level and throughout the organization,

He focused on seemingly trivial details: Players could not sit down on the practice field. Coaches had to wear a tie and tuck their shirts in. Everyone had to give maximum effort and commitment. Sportsmanship was essential. The locker room must be neat and clean. There would be no smoking, no fighting, no profanity. Quarterbacks were told where and how to hold the ball. Linemen were drilled on thirty separate critical drills. Passing routes were monitored and graded down to the inch. Practices were scheduled to the minute.

The Standard of Performance was about instilling excellence. These seemingly simple but exacting standards mattered more than some grand vision or power trip. In his eyes, if the players take care of the details, “the score takes care of itself.” The winning would happen.

As you become successful in your own field, your responsibilities may begin to change. Days become less and less about doing and more and more about making decisions. Such is the nature of leadership. This transition requires reevaluating and updating your identity. It requires a certain humility to put aside some of the more enjoyable or satisfying parts of your previous job. It means accepting that others might be more qualified or specialized in areas in which you considered yourself competent—or at least their time is better spent on them than yours.

Yes, it would be more fun to be constantly involved in every tiny matter, and might make us feel important to be the person called to put out fires. The little things are endlessly engaging and often flattering, while the big picture can be hard to discern. It’s not always fun, but it is the job. If you don’t think big picture—because you’re too busy playing “boss man”—who will?

Micromanagers are egotists who can’t manage others and they quickly get overloaded.