Genuine Leadership Humility:
The Key for Our Future

Leadership-Humility-KeyIt’s rare to find leaders with enough self-confidence to be humble, but when I hear about a company that has undergone transformation to become top-performing, know what I typically find? Genuine leadership humility.

I’m not really surprised. I’ve been doing some reading on future focused books, specifically shifts in perspectives (“we” vs. “me”) and principles that underpin business and life. 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 given the opportunity to succeed at the tasks they’re assigned. They want to be valued, supported and encouraged. They’re looking for leaders who will connect with them and meet these needs.

Great leaders understand this. They know that 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 develop into a better worker, which promotes 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 them, rather than controlling or manipulating them. Humility allows leaders to relate to their people more personably, fairly and reasonably. Humble leaders de-emphasize 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. The entire organization benefits when people and practices operate optimally and life at work is enjoyable.

What do you think? Do you know any leaders or managers who practice genuine leadership humility? You can call me at 704-827-4474; let’s talk. And as always, I can be reached here or on LinkedIn.

This entry was posted in leadership, outcomes and tagged , , . Bookmark the permalink. Post a comment or leave a trackback: Trackback URL.

Post a Comment

Your email is never published nor shared. Required fields are marked *

*
*

You may use these HTML tags and attributes: <a href="" title=""> <abbr title=""> <acronym title=""> <b> <blockquote cite=""> <cite> <code> <del datetime=""> <em> <i> <q cite=""> <s> <strike> <strong>