The case for humble leaders

There's always room for humility in leadership

In today’s fast-paced environment, it’s more apparent than ever that no one in a business, not even the CEO, has all the answers. And why should they?

For the best leaders the phrase " I dont know" or "what do you think?" will be a key part of their lexicon. They will need to be open and willing to learn from others. This is one of the key components of humility.

Today's leader uses humility as a strength not a weakness. Humble leaders can still be driven, demanding, competitive and passionate. They can motivate their teams to do great things; exceeding expectations. But, humble leaders give their teams the credit for their achievements.

Definitions of humility focus on not being proud and lack of arrogance. In leadership there are some key pillars of humility:

Awareness of own strengths and weaknesses - take feedback, be coachable, use those around you in areas of weakness. Admit mistakes.

Eagerness to learn/develop - learn from those with more expertise or knowledge or experience. Be open about it. systemise the learning process. Avoid fixed mindsets.

Appreciation of others’ strengths and contributions - acknowledge other's importance and their contributions. Make it personal sometimes. Never will you see an individual glow more than when he receives thanks for a job well done. Try it!

Focus on goals for the team, beyond the individual - keep the bigger picture in mind and focus on busines/team goals. Reward team achievement openly and honestly. Recognise individual effort.

Appreciating of their own lack of importance - understand that you are replaceable; you are not the most important piece of the jigsaw. A shocking realisation for many leaders. CEO's should not need adulation.

Give credit for success / shielding the team from blame - giving credit is important but shielding teams or individuals from blame when things don't work out is a critical part of being a leader. Acknowledge the role of luck and circumstance - often two big contributors to success.

Research on the subject suggests that everyone wants a humble leader, but significantly fewer think they actually have one. Humility is a core part of an organisations culture. Something to be encouraged, that fosters loyalty and support ... and it might just be contagious.

The case for the humble leader.