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. Pressure to succeed is higher than ever. Leaders know they must have an A-game, and they continually encounter methods that experts claim will improve proficiencies.
Humility, however, is an often-overlooked character trait that flies in the face of culturally accepted leadership norms. It may, in fact, 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.
Fundamental Paradigms
For generations, workplace humility was seen as 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 were 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 Nothing can be further from the truth, and outdated leadership paradigms are responsible for countless organizational woes.
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 what they’re doing. 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 it can 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 a host of enticing perks. Humility, nonetheless, must become a more popular leadership practice.
In next week’s blog post we’ll be taking a closer look at the advantages of a humble leader. The herd and I are always here to help you realize and embrace your humility if you’re in need of a helping hand! As always, I would love to hear from you. I can be reached here or on LinkedIn.
