Humility is an Asset
Rock star quality. Often overlooked. Needed more than ever.
There are many definitions, some that resonate more with me. Rather than think of what it is not, let’s talk about what it is – admitting you don’t know everything, giving credit where credit is due, acknowledging skills and hard work, showing appreciation, welcoming diverse opinions and perspectives…I am sure I am missing a number of other characteristics or traits that define humility.
What I do know is that humility is the right response to uncertainty, necessary pivots and lasting change.
Humanity
We are all human. Nobody is perfect. Everyone has flaws and makes mistakes. Being humble means being vulnerable and self-aware. You know your strengths, weakness, values, what drives you and the impact of your emotions on performance.
Being vulnerable makes you relatable. You are honest in your communications about your challenges and weaknesses. Employees want to see their own struggles in you and, in turn, believe they too can succeed. The want to feel like you care about their needs (now more than ever it’s all about employee well-being!).
When you connect with your team and they feel like you are listening, they will likely share more and feel secure speaking up. You then have the opportunity to learn from their experience and expertise and respond to their needs.
Uncertainty & Change
Humility is admitting and accepting that you don’t have all the answers. There is so much uncertainty today about the future and a need for action and change. It’s ok to say, “I don’t know.” You should be saying that quite frankly because nobody has a crystal ball.
Leaders are asking themselves: How do I respond to COVID? How do I pivot my business? How best to respond to the national discussion about racism sparked by George Floyd? How to align personal values with brand values and create communications that have an impact?
Humility means you seek out diverse opinions and perspectives. You bring people into the conversation and show them respect by truly listening and valuing their opinion. You encourage debate and differing opinions among team members. You don’t get stuck on one point of view or insist on your way of doing things. You need to take the personal out of it. Being humble opens the door to change.
You can still project self-confidence because you are secure in strengths and knowing what you don’t know. You want to respond to uncertainty with a desire to learn, improve, and thrive.
Leadership
The actions of a humble leader result in collaboration, trust, engagement, and performance. It can also support change.
If you ask for feedback, listen to diverse perspectives and embrace others’ experiences, skills, and knowledge you can effect change with less friction. People want to feel heard and valued and will rally around a path to change when they have participated in the conversation.
They also want to be empowered and supported, -- to know you have their back. Humility means encouraging teamwork and collaboration not internal competition. It means giving credit to team members and sharing credit for the big wins. You want to come from a place of appreciating others’ contributions.
Being humble means that you know it isn’t all about you! You acknowledge team members’ strengths and help them to further develop expertise and leadership skills. As you identify those who are capable and ready to step up, you delegate authority and stand back.
Leaders today should understand that humility is an asset. In the grey waters we find ourselves it allows you to navigate and weather the storms. You will come out the other side a stronger crew with a clear north star.
