Humility in Leadership: How to Practice Humble Leadership

Humility in leadership is the ability to consider others’ opinions, act with self-awareness, and lead from a spirit of generosity instead of narcissism. Humble leaders will practice emotional intelligence and show appreciation for others while curating a work environment that prioritizes employee empowerment. Leaders with varying leadership styles can practice humility by taking responsibility for mistakes, striving for continual growth, and encouraging teamwork.

Humility is one of the more critical leadership qualities for many reasons; it can engender stronger collaboration between leaders and team members, improve staff happiness, and increase employee retention rates. Great leadership involves assured confidence and unquestioned directions, and great leaders can also exude true humility.

A lack of humility can adversely affect the well-being of a team. Business leaders with higher levels of pride might seem intimidating or unapproachable, which can impact team performance and culture. Some may mistakenly think humility means you lack confidence, but the trait of humility demonstrates self-awareness and the ability to make decisions.

Humility, compassion, and understanding are competencies that can make for a better leader. Consider how successful leaders can practice humility in the workplace:

• Ask questions. Active listening and asking questions are ways of practicing humility; it shows you are curious about proposed solutions and want to hear your staff members’ ideas.
• Encourage new ideas. Humble leaders keep an open mind to new systems and processes employees present to improve working conditions and structures. Leaders should flesh out these ideas and contemplate them.
• Practice compassion. Follow the golden rule and treat others how you would like to be treated. Emotional intelligence, good humor, and self-awareness will all help make you a humble leader.
• Prioritize learning. When leaders prioritize learning, they communicate to their teams that everyone has room for curiosity and growth. Leaders should offer professional development opportunities, so employees have a chance to learn and excel.
• Take responsibility. Those in leadership roles should take responsibility when something goes wrong—sometimes even if it is an employee error. This absorption of blame shows grace and prevents managers from leading with anger.

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