Confidence vs. arrogance: how to achieve the right balance at work

What is confidence?

Confidence means trusting and believing in your abilities, knowledge, and the value of your contributions. It also means recognizing where you need to improve and being open to seeking help to develop new skills. At work, confidence is evident in employees who trust themselves to tackle challenges and take responsibility for the results of their work, good or bad.

Studies indicate that observers can accurately assess confidence through body language cues^1. Confident individuals maintain eye contact, sit or stand up straight, and have serious facial expressions.

Confident leaders and team members are involved, assertive, collaborative, and open to learning and feedback. They have respect among team members and leadership. They share their thoughts, acknowledge their strengths and those of their team members, and approach new projects and challenges positively and confidently.

Qualities of confidence in the workplace

Collaboration

Confident individuals are team players who are open to constructive feedback and collaborative approaches to problem-solving. True confidence is inclusive and intrinsic, without the need for a sense of superiority to others. A strong sense of confidence can benefit the entire team and increase positive outcomes.

Decision-Making

One study found that nurses with higher self-confidence had better problem-solving and critical thinking abilities when making high-stakes decisions².

Productivity

Self-esteem increases overall performance, and productivity, contributing to more successful outcomes for the individual and the team¹¹.

What is arrogance?

Arrogance means thinking that you are better than others and deserve special treatment, often leading to ignoring other people's ideas and overestimating your abilities. The main difference between confidence and arrogance is that arrogance comes from having an inflated sense of self and not respecting others.

Confident people usually keep eye contact and have friendly postures, but arrogant body language looks different. Arrogant people might avoid eye contact and use dismissive gestures, like waving their hands, rolling their eyes, or lifting their chin to seem superior³. Baseless confidence can be a drawback that can hinder professional success.

An exaggerated sense of confidence can lead to strained relationships at work if not managed well. Arrogant employees might even create a hostile work environment. Overconfidence can be a barrier to an inclusive and collaborative environment without a healthy balance between confidence and respect.

Sometimes, people who lack confidence act arrogantly to hide their insecurity. It can help them to handle negative feedback, create boundaries, or deal with tough social situations. But, when someone in a leadership position behaves arrogantly, it damages relationships and creates distrust.

Confidence vs arrogance: what's the difference?

In the workplace, confidence and arrogance are different attitudes toward others and how one handles criticism. Confident individuals acknowledge their strengths and those of their colleagues, while arrogant people ignore other people's thoughts, opinions, and feelings.

The differences between confidence and arrogance can be especially noticeable in leadership roles. A confident leader respects their team members, welcomes feedback, and promotes a collaborative environment⁴. An arrogant leader avoids taking responsibility for mistakes, assumes an attitude of superiority, and uses condescending language. Arrogant individuals are less likely to have positive relationships at work, leading to poor collaboration and a lack of innovation among team members. Over time, arrogant leaders can damage healthy professional relationships, which are crucial for success in both work and personal life⁵. Some studies suggest that employees who work under arrogant leaders have lower morale and higher rates of burnout⁶. This can lead to a toxic work environment that impacts individuals, teams, and the entire organization.

When does confidence become arrogance?

People with confidence become arrogant when they lack humility, respect, and self-awareness. Having too much confidence can lead to recklessness and overestimating one's abilities. Conversely it can even lead to complacency and a lack of creativity¹².

Confident people believe in their abilities while being open to learning from others. They trust their skills and rely on preparation and input from their colleagues. They have a clear approach to solving problems while remaining open to new perspectives, ideas and opportunities for growth. They also display friendly and open body language.

In contrast, arrogant individuals focus only on their own ideas and demand positive feedback. They might even criticize others to reinforce their superiority. They have a fixed way of solving problems, leaving no room for innovation, and they display body language that shows dominance over their team.

Understanding the root cause of arrogance

Understanding the key difference between arrogance and confidence involves identifying the root causes of arrogant behavior. A few factors may contribute to the development of an arrogant personality.

Environmental and social influence

Arrogant individuals may have received positive feedback without the balance of constructive criticism, leading to an inflated sense of capability and an inability to accept their shortcomings. Workplace culture and values can also contribute to an employee’s attitude of superiority⁸.

Personality factors

Arrogant people may score lower in personality traits like humility and agreeableness⁷.

Low self-esteem

Despite their arrogant demeanor, they may be hiding a lack of self-esteem. People who truly believe in their abilities don't need to display superiority. People who seem confident may experience shame more often and negatively react to failure, indicating that low confidence is masked by arrogant behavior¹³.

How to develop soft skills to achieve a balance in your workplace

People who are arrogant might not have a clear understanding of their true strengths - and they might avoid acknowledging their areas of improvement. The first step towards developing soft skills is getting a big-picture view of your work style.

Start by taking the research-backed F4S workplace assessment. Since our mission is to make coaching accessible to everyone, you can take the assessment for free. You’ll get instant access to your top motivations. You’ll also uncover your blindspots. These are specific motivations that you have either too much interest in, or not enough.

With our visual dashboard, it’s easy to spot imbalances. And with our AI Coach Marlee, it’s even easier to make changes. Just set a goal and Marlee will recommend a personalized coaching plan to support your success. With 90% of users achieving their goals, we’re confident (but not arrogant) that you will too.

Our assessment isn’t just for individuals. If you want to improve team morale, F4S is a great people analytics tool. After you’ve taken the assessment, create a team and invite colleagues. You'll learn about your team dynamics, personalities, communication styles, and motivations. You'll get a free report that tells you what makes you and your team happy and energized at work by looking at the 48 different work motivations.

They’re up to 98% accurate so you can be confident you’ll know how to bring out the best in yourself and your team.

Once you have mapped your personal motivations and those of your teams, you can use our coaching program to support your professional and personal growth. Our assessment compares your motivators against benchmarks for optimal success. For example, if you show room for growth in sharing responsibilities through delegation, our coaching program will give you the tools and confidence you need to do so.