Different leadership styles can be effective, depending on the person and the organization. Regardless of the style or styles one embraces, certain traits can help a leader be more effective.
One of those traits, and among the most important, is humility. But wait, isn’t humility a sign of weakness, submissiveness, or indecision? Aren’t strong leaders supposed to be charismatic, visionary, and courageous?
In his best-selling book, Good to Great, Jim Collins found that great leaders are a blend of “personal humility and professional will.” In his research, Collins did not seek humility as an effective leadership behavior. The data told him that the most effective leaders, as judged by the performance of their companies, were also humble.
Among the benefits for organizations of leadership humility are higher levels of employee engagement and productivity and increased trust in the leader, according to the Oxford Review.
As a leader, how can you know if you are behaving with humility? Here are some questions to ask yourself about your level of humility:
Do I Practice Empathic Listening?
A humble leader will truly listen to others. So why do so many of us get this simple to understand yet hard to execute concept wrong? Most of us probably think we are good listeners.
In the timeless classic The 7 Habits of Highly Effective People, Stephen R. Covey explains that the fifth habit of personal effectiveness is "Seek First to Understand, Then to Be Understood." A cornerstone of this habit is empathic listening. Covey goes on to explain this simple yet powerful concept: "Most people do not listen with the intent to understand; they listen with the intent to reply."
How many of us have been in a serious discussion with someone else and can’t wait until they’re finished talking so we can tell them what we think, without listening to what they said?
Do I Put the Needs of the Team First?
A humble leader will put the needs of the team above themselves. Referring again to Collins’ book, he said the following about Level 5 Leaders (those who showed humility): “Level 5 leaders channel their ego needs away from themselves and in the larger goal of building a great company. It’s not that Level 5 leaders have no ego or self-interest. Indeed, they are incredibly ambitious – but their ambition is first and foremost for the institution, not themselves.”
Collins’ research found that the effective leaders of the great companies were consistent in putting the needs of the organization above personal desires.
Do I Welcome Feedback?
A leader who displays humility can solicit feedback from others. Whether it’s pride or defensiveness, it’s difficult for most of us to ask for feedback. It’s human nature not to want to hear what we’re doing wrong. However, the humble leader has the courage and humility to ask for feedback because, as discussed earlier, the team is more important than themselves. Ask yourself the following: “How could this feedback make me a more effective leader and move the team forward?”
Do I Help Remove Roadblocks?
A humble leader does whatever it takes to help others. Removing roadblocks epitomizes the humble leader. The humble leader looks for ways to help others succeed. Not only does this behavior move the team forward, but it also creates trust within a team and often trickles down to others.
At Employers Council, we offer training courses to help your leaders become more effective, including the following: