Leadership Coaching: The Power of Humble Leadership

  • 9 mins read

Kashbox Coach Note: Leadership Coaching

Today’s leaders face innumerable challenges that previous generations never confronted: employee disengagement, cloud-based speed of commerce, political correctness, cultural diversity, social sensitivities, and a hyper-focus on efficiency, among others. The pressure to succeed is higher than ever. Leaders know they must have an A-game and continually encounter methods experts claim will improve proficiencies.

Humility is an often overlooked character trait that defies culturally accepted leadership norms. It may be the most powerful attribute a leader can have to engage and inspire people. Leaders dream of motivated teams, yet many try to develop them in all the wrong ways. Leadership coaching can help guide the way to humility.

Fundamental Paradigms

For generations, workplace humility was considered a detriment, not an advantage. For the greater part of the 20th century, leaders believed organizations were best run with power, intimidation, authority, and ego. Employees were told what to do and shown the door when they failed to comply. Decisiveness, toughness, and assertiveness were deemed leadership strengths. Facts and figures ruled the day, and leaders seldom prioritized employee needs.

These paradigms are still found in many corners of commerce. Old-school leaders regard softer skills as weaknesses. Unfortunately for them, the primary weakness in this mindset is results.

The word “humility” is plagued with negative connotations. Humble leaders may be erroneously viewed as unsure of themselves, permissive, or unable to stand firm. Nothing can be further from the truth; outdated leadership paradigms are responsible for countless organizational woes. Corporate coaching can redirect traditional leaders to understanding how to lead newer generations.

Studies and surveys over recent decades clearly show that organizational prosperity is highly connected to employee satisfaction and engagement. A company runs much better when its people feel good about their actions. Recent emphasis on efficiency and growth has led leaders to examine these softer skills and pay closer attention to people’s needs.

Thus, the leadership world is trying to learn how to engage and inspire employees, though humility’s role hasn’t yet achieved universal buy-in. Many bosses still enjoy being bosses, with the authority and privileges the role affords. Fortunately, positive, people-oriented approaches have made their way into leadership game plans, including onboarding, open communication, telecommuting, progressive office layouts, and many enticing perks. Humility, nonetheless, must become a more popular leadership practice.

Humility’s Advantages

According to current data, employee mindsets have shifted from previous generations. They want much more than a paycheck, seeking interpersonal connections with their leaders. They desire purpose, significance, and the fulfillment associated with making a difference in the workplace. Employees want to contribute value and enjoy meaningful work. They need assurances that they’ll be allowed to succeed at their assigned tasks. They want to be valued, supported, and encouraged. They’re looking for leaders who will connect with them and meet these needs.

When employees’ needs go unmet, the organization also suffers. Morale and attitudes steeply decline, and engagement and work ethic follow suit. Productivity and effectiveness drop and overall business performance significantly deteriorates.

Humble leaders are more adept at meeting people’s needs because they connect with them at the most basic human level, explain organizational leadership consultants Merwyn A. Hayes and Michael D. Comer in Start with Humility: Lessons from America’s Quiet CEOs on How to Build Trust and Inspire Followers (CreateSpace, 2010). Employees sense sincerity, care, and openness in a humble leader. They see someone who puts a higher priority on people’s needs than his or her own. They value a leader who will help them succeed and become better workers, promoting purpose and self-esteem. Employees become inspired and respond with respect and trust.

When encountering humility, employees feel they are listened to and heard and their best interests are served. They experience humble leaders growing and empowering rather than controlling or manipulating them. Humility allows leaders to relate to their people more personably, fairly, and reasonably. Humble leaders deemphasize their own importance by emphasizing their people’s worth.

A leader’s desire to meet people’s needs cultivates a loyal following and promotes positive responses. When people and practices operate optimally and life at work is enjoyable, the organization benefits.

5 Humble Behaviors

Before determining how best to reflect humility, it’s important to grasp what it is and looks like. Perhaps pastor, speaker, and author Rick Warren best expresses it:

Humility is not thinking less of yourself but of yourself less.

While strong leaders are stereotypically portrayed as egocentric, forceful, bold, and self-serving, humility is not a lack of confidence or authority. It’s a mistake to view considerate and other-focused leaders as ineffective. In reality, self-serving leaders are ruining workplaces everywhere, to the point where most employees do not care for their jobs or employers. Self-serving leaders have yet to recognize the clear outcome of widespread research: Their style doesn’t work.

True humility is a noble character response based on a choice to regard the needs of others ahead of one’s own. At its heart, humility is characterized by a desire to serve and dedication to bettering others. Humble leaders are fulfilled by helping others achieve fulfillment. A leader with a humble approach lifts people’s spirits, self-esteem, and confidence, which enhances overall organizational life.

Hayes and Comer cite numerous humble behaviors, which can be discerned when displayed. Some of the more important ones are:

1. Admitting Mistakes

If you can be vulnerable, transparent, and fallible in front of your people, your true self will be revealed, and people will be drawn to you. You will convey safety, build trust, and strengthen relationships.

2. Empowering People

If you push authority down to the most effective level, you give up some control to your people. This engages them and demonstrates that they’re valued and trusted.

3. Actively Listening

This shows people you’re interested in and care about them. You’ve laid the foundation for trust and forging a loyal following.

4. Crediting Others

When your people succeed, give them the credit to build teamwork and inspire higher productivity. People will go above and beyond for a supportive leader who doesn’t steal the spotlight.

5. Empathy

Being sensitive to people’s trials helps you better understand their perspectives. You’ll lead them more considerately, and they’ll reciprocate with appreciation and allegiance.

Other humble behaviors include honesty, kindness, sincerity, and approachability, each setting the stage for more favorable employee responses and mutually beneficial relationships. Humble leaders exhibit behaviors that more effectively meet people’s needs—and when their needs are met, there’s no limit to what they can accomplish.

Assess Your Humility Level

Once you grasp the basic tenets of humility, you can more accurately gauge how well you exhibit it. Start by assessing your behavior and responses to the following questions. (You can work with a trusted colleague or engage a leadership coaching program to ensure you see yourself clearly.)

Do you frequently lose your temper?

Perhaps you’re short with people or pressing your points without regarding theirs. Take stock of how people respond to you. Is there an issue with your approach? You may be overbearing if your employees try to avoid you or resist discussing difficult topics. Focus on being calm and collected, and recognize the harm caused by a lack of kindness or empathy. Put yourself in the shoes of a person confronted with your gruff approach.

Are you a focused listener?

Are people frustrated because they can’t complete their sentences with you? Do you make sense of their points, or have you missed part of the conversation? Do people’s comments indicate that you don’t understand their perspective? Practice better listening skills by eliminating distractions and attempting to grasp everything someone says. Imagine being quizzed on the conversation to see if you’ve caught every point. Ask questions to verify what you were told. (If this embarrasses you, use it as an incentive to listen better.)

Are you too focused on your own image?

Do you build yourself up at others’ expense? Do their victories end up on your bragging list to impress your boss? Do you give your people a chance to present how they accomplished their tasks? Any attention your people draw from success reflects directly on you. Great leaders don’t need to grab credit. They earn much more respect when their people get the credit. Advance your reputation through your team’s exemplary track record.

Do you search for sources of blame when things go wrong?

Are your stories getting more creative as you try to avoid judgment? Is throwing people under the bus more the norm than the exception? Try to recognize that blame causes more damage to your reputation than the initial problem. Respect and trust are earned only when you accept responsibility for a situation, learn from it, and take steps to avoid a repeat scenario. Admit to your people that you don’t know everything and are open to learning new ways to improve efficacy and productivity. Swallowing your pride is a major step toward achieving humility.

Leadership Coaching: Making Adjustments

Leaders can certainly change—at least to a degree. Behavioral adjustments and upgrades are possible, but they take work. An entire overhaul of one’s behavior is generally not workable and may indicate that one is not in the correct role.

Hayes and Comer point out that a cognitive decision to improve is the first step in practicing humility. Change is proportional to the effort you put into it. Lasting results are achieved only after rigorously practicing new behaviors.

Training your brain requires focus, repetition, and ongoing feedback from others. Consider hiring qualified professional leadership coaching to help you adopt a humbler approach to leadership. The rewards are well worth the investment.

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