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As I encountered yet another case the other day, I reflected on the root cause of contempt. We need a practical solution for this behavior.
We often idealize people who are intellectually bright, articulate, and ambitious. However, this admiration can lead to feelings of superiority, especially if these individuals are emotionally immature. Over time, this can foster intellectual pride and contempt.
So, what is contempt? It’s visible in the slight curl of the lip, the act of making others feel wrong while positioning themselves as right, or when someone seeks power over others rather than sharing it. Trust your feelings if you sense contempt—it’s frequently there.
Such individuals climb the career ladder by pushing others aside and hijacking credit for others’ work. Sadly, this behavior typically goes unaddressed by leaders, even though it harms team spirit, creativity, and productivity.
Contempt can be especially damaging to sensitive people who notice these subtle cues. If you’re sensitive, managing others’ contempt well is important, or it could affect your health and career. Unlike the subtlety of contempt, your defensiveness or aggression will be noticed.
While we can't change others or the systems that allow such behavior to persist, awareness and tactics can help us cope. Over time, these individuals have become more subtle, but their behavior still impacts us.
To manage these situations:
Recognize and learn from people who lift others up and share the spotlight.
Avoid those who consistently steal your spotlight and focus on your own goals.
Master self-awareness—understand your triggers and work on your inner growth.
Appreciate and develop your strengths while supporting others.
Defend your spotlight with confidence and elegance.
The real challenge in organizations isn’t the work itself—it’s the bad behavior that can undermine success. Contempt-driven devaluation of others is particularly destructive, and we shouldn’t tolerate it.
#contemptintheworkplace #bad behavior #leadership
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