Ego-driven Fools

Ego-Driven Fools and the Cost of False Leadership

This one’s going to get real. I want to talk about a concept that’s powerful, a little uncomfortable, but absolutely necessary the ego-driven fool.

Now, I’m not throwing shade at individuals. This isn’t about name-calling. It’s about calling out a pattern of behavior I’ve seen over and over again in our industry and being honest about the damage it causes. This came from conversations with respected voices in construction, and I’ve had time to reflect deeply on it.

Bottom line:
We need to stop rewarding posturing and start honoring real leadership.

Let me paint the picture.

There are two false images of the superintendent that show up all the time. One is the disorganized operator bad voicemail, messy truck, no notes, everything “up in here” (points to head). The second is the classic “tough guy” arms folded, ego inflated, never wrong, never listening, and definitely not planning.

Neither is leading.
Both are dangerous.

I’ve seen how this behavior blocks collaboration, kills innovation, and gives leadership a bad name. But here’s the truth: being a superintendent isn’t about control it’s about service.

Let me break down the progression I’ve seen in the role:

• Old School Super: Loyal, experienced, principled but often lacking the tools and structure needed today.
• Ego-Driven Fools: Disorganized, anti-learning, resistant to tech, reactive, and emotionally driven.
• Superintendent 2.0: Respectful, tech-savvy, collaborative, and committed to growth.
• Superintendent 3.0: Lean-trained, master planners, team builders, humble leaders the future of our industry.

There’s a clear message here:
Grow.
Don’t let ego keep you from becoming who your team needs you to be.

I’ve heard the pushback. I’ve seen the comments online “Planning is pointless,” “Trades won’t follow,” “This is all nonsense.” That resistance comes from fear and ego, not from truth. And it’s holding our industry back.

Let’s be honest about what ego-driven fools do:

• Always need to be right
• Confuse arrogance with confidence
• Talk more than they listen
• Take credit but avoid responsibility
• Reject feedback
• Surround themselves with yes-men
• Overestimate their value
• React emotionally
• Resist growth

And I’ll be the first to admit,  I’ve done some of these. I’ve been in those shoes. But here’s the difference: I chose to get honest, to grow, and to lead from humility instead of pride. That’s the invitation I’m extending to you.

If we want to build great teams and great projects, we need to be better leaders.

Here are five habits I’ve found that help build real leadership presence:

1. Admit mistakes. Show your team that learning is part of the journey.
2. Welcome dissent. Let others challenge you, iron sharpens iron.
3. Reward speaking up. Celebrate courage, not just obedience.
4. Ask real questions. Be curious, not controlling.
5. Make space for quiet voices. Leadership is about hearing everyone, not just the loudest.

This isn’t just about being a better superintendent it’s about creating an environment where people thrive, feel heard, and contribute to something bigger than themselves.

Key Takeaway:
Being a superintendent isn’t about having all the answers or being the loudest voice in the room. It’s about leading with humility, learning constantly, serving your team, and pushing the industry forward. Lose the ego, build the connection that’s where greatness lives.