Main Character Syndrome in Employee Development: Challenges, Opportunities, and Strategies for Growth

Have you ever worked with someone who seemed to think that a meeting, project, or team gathering was all about them?

Maybe they talked over others, minimized the ideas of their colleagues, or acted like their thoughts were the only ones that mattered. If this sounds familiar, you may have encountered someone with Main Character Syndrome (MCS).

Though the term is often used humorously on social media, it reflects real behaviors in the workplace that can affect team dynamics, leadership, and personal development.

The good news is that MCS isn’t all negative—employees with this syndrome bring strengths to the table too. Let’s explore how MCS manifests in the workplace, the challenges it can create, and how to transform it into a growth opportunity.

What Does MCS Look Like in the Workplace?

Main Character Syndrome is not a clinical diagnosis, but it describes behaviors where an individual sees themselves as the "hero" in every situation. These behaviors can manifest in several ways:

The Superstar of the Meeting: Imagine you're in a meeting, and one employee constantly interrupts, steering the conversation back to their personal ideas—even when the discussion has moved on. They seem to bring up their triumphs or dilemmas every time, redirecting focus to themselves.

• Positive Side: Their confidence might inspire others and spark creative ideas.
• Challenge: This stifles collaboration and may alienate quieter team members who feel overlooked.

The Presentation Showstopper: After a team project wraps up, one employee takes the stage to present it. Instead of crediting the collective effort, they present the success as if it were entirely their own, leaving teammates feeling undervalued.

• Positive Side: They’re comfortable in the spotlight, which can be an asset in client-facing roles.
• Challenge: A focus on self-promotion can damage trust and morale among the team.

The Feedback Dodger: During performance reviews, this person reacts defensively to constructive criticism, insisting their work is flawless. Instead of reflecting on the feedback, they point out others' mistakes.

• Positive Side: Their high regard for their work demonstrates their commitment to excellence.
• Challenge: A reluctance to accept feedback hinders their growth and causes friction with managers.

Why Does MCS Happen?

MCS behaviors often stem from a mix of personal traits and work environment factors:

• Confidence or Insecurity: Some employees crave recognition due to self-assurance or insecurity.
• Company Culture: A workplace that rewards individual performance over teamwork can inadvertently encourage MCS-like behaviors.
• Lack of Feedback: Without constructive feedback, employees may develop an inflated sense of their abilities and miss growth opportunities.

MCS and Learning & Development (L&D): The Struggles Are Real

Employees with MCS can present unique challenges when it comes to professional development:

1. Overestimating Their Skills Consider a training program on presentation techniques. An employee with MCS might say, "I’m already great at this; I don’t need any training." They attend the session half-heartedly, missing out on opportunities to fine-tune their skills.Real-Life Example: A sales executive, confident in their pitch, skips training on storytelling techniques. Later, they struggle to connect with new clients who value authentic storytelling.
2. Taking Development Too Lightly Sometimes, MCS employees are eager to participate in training programs but rush through assignments or dismiss topics as irrelevant, thinking they already know everything.Real-Life Example: A manager joins a leadership course but speeds through exercises, feeling they already know the material. When faced with a real leadership challenge, they realize they lack the skills to resolve the issue effectively.
3. Resistance to Learning New Things MCS employees may resist learning opportunities that challenge their expertise. They might believe, Why fix what isn’t broken?Real-Life Example: IT professionals resist using a new project management tool, insisting their old system works just fine. This reluctance slows down the team and creates friction within the group.

The Positive Side of MCS

It’s important to note that employees with MCS also bring valuable traits to the workplace:

• High Energy: They often exhibit enthusiasm and drive, pushing projects forward with passion.
• Confidence: Their self-assurance can inspire others and create a bold vision for the team.
• Visibility: Comfortable in the spotlight, they can be great assets in high-pressure, client-facing situations.

The key is to harness these strengths while addressing the challenges.

Best Practices for Managing MCS in the Workplace

So, how can L&D professionals and managers support employees with MCS traits? Here are some actionable strategies:

Use Data-Driven Feedback Employees with MCS may struggle with subjective feedback, so present clear, concrete data to highlight areas for improvement. For example:Share performance metrics that highlight specific areas where they can grow.Use 360-degree feedback to help them gauge their impact on the team.

• Example: Instead of saying, "Your presentation wasn’t engaging," you might say, "Based on audience surveys, only 40% of attendees found your presentation clear, while the team average is 70%."

Foster Collaboration Assign employees with MCS to projects that require strong teamwork. Pairing them with strong collaborators can help balance their tendencies and highlight the value of collective effort.

• Example: On a cross-functional project, have the MCS employee co-lead with a team player who excels at collaboration. This partnership can help keep both in check and lead to better outcomes.

Promote a Growth Mindset Reinforce the idea that learning is an ongoing journey. Share stories of successful leaders who embraced continuous learning and feedback to improve their skills.

• Example: Share stories of CEOs who faced early failures but grew through seeking feedback and developing new skills.

Celebrate Team Wins Shift the focus from individual achievements to team successes. Publicly acknowledging the contributions of each team member fosters a sense of shared purpose and value.

• Example: After a successful project, highlight the unique contributions of each team member in a company-wide email or meeting.

Conclusion: Turning Challenges Into Opportunities

Employees with Main Character Syndrome present both challenges and opportunities in the workplace. While their confidence and drive can inspire others, their self-centeredness can hinder collaboration and personal growth.

The company’s responsibility is to guide these employees with empathy and strategic thinking, empowering them to realize their full potential through self-awareness, collaboration, and continuous learning. By prioritizing growth and development, we foster well-rounded contributors who not only benefit themselves but also the team.

What’s your experience with MCS in the workplace?

How did you manage it?