The Power of Humility
Humility is one of the most underrated yet essential strengths in leadership. Many mistake it for weakness, but it is actually a sign of confidence, emotional intelligence, and self-awareness. A humble leader does not need to have all the answers. Instead, they empower others and create a culture of collaboration.
At MSS, humility is central to coachability. Leaders who listen, acknowledge their limitations, and learn from others build stronger teams and better work environments. It is not about diminishing confidence—it is about understanding that success is a shared effort.
Leaders who embrace humility create an environment where people feel comfortable sharing ideas. They build trust by admitting when they are wrong and giving credit where it is due. They stay open to learning and improving rather than assuming they always have the best approach. In contrast, leaders who lack humility often dismiss input, resist change, and prioritize personal recognition over team success. Over time, this weakens trust and stifles innovation. The best leaders recognize that humility is about team success, not personal validation.
“True humility is not thinking less of yourself; it is thinking of yourself less.”
Self-Assessment: The Power of Humility
Please take a few moments to answer the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership and coachability?
Do I actively seek input from others, or do I assume my approach is always best?
When I receive a suggestion, do I genuinely consider it, or do I dismiss it too quickly?
Am I comfortable admitting when I am wrong, or do I feel the need to defend my decisions?
Do I give credit to my team for successes, or do I focus more on my own contributions?
How often do I ask for feedback on my leadership and truly listen to the responses?
Do I approach new challenges with a learning mindset, or do I feel pressure to already have the answers?
Have I ever hesitated to ask for help because I did not want to seem less capable?
How do I respond when someone with less experience has a good idea? Do I encourage them, or do I feel the need to establish my authority?
Remember, this self-assessment is just a starting point for understanding humility as a leader. It's essential to reflect on your responses and actively work on areas where improvement is needed. Additionally, seeking feedback from others and working with your ECFL Leadership Coach can provide valuable insights into your emotional intelligence strengths and weaknesses.
Many assume humility means lacking confidence, but the opposite is true. It takes confidence to recognize that leadership is not about proving yourself—it is about bringing out the best in others. Humble leaders build trust, encourage collaboration, and create work environments where people feel valued.
Instead of needing to be the smartest person in the room, a humble leader ensures everyone has the tools, support, and opportunities to succeed. They acknowledge when someone else has a better idea and step back when it benefits the team.
What Happens When a Leader Lacks Humility?
They struggle to delegate because they believe they must handle everything themselves.
They take credit for success instead of recognizing their team’s contributions.
They resist letting others take the lead, limiting growth and innovation.
When leaders prioritize personal recognition, their team feels undervalued. Over time, people stop offering ideas or taking initiative because they assume their contributions will go unnoticed. The best leaders don’t just lead—they lift others up.
Humble leaders:
Invite feedback because they value others’ insights.
Build trust by admitting mistakes and sharing credit for successes.
Inspire growth by leading by example and prioritizing collaboration over ego
Balancing Confidence and Humility
Confidence and humility are not opposites. The best leaders know how to balance both. Confidence allows you to make decisions, take risks, and lead with authority. Humility ensures you remain open to learning, acknowledge others’ insights, and recognize that leadership is about helping others succeed.
Empowering others takes intentional effort. A humble leader shares responsibility, delegates meaningful tasks, and encourages team members to showcase their skills. Instead of always taking charge, they invite collaboration and trust their team’s abilities. Simple actions—like encouraging someone else to present a project update or acknowledging a colleague’s contribution—build confidence and strengthen teamwork. This balance enhances leadership credibility and fosters a culture of shared success.
“It is amazing what you can accomplish if you do not care who gets the credit.”
Scenario: Leading with Humility in a Difficult Moment
You are Rachel, a senior project manager at Summit Buildworks, a construction and site solutions company. During a team review meeting, your colleague Marcus points out a mistake you made in front of everyone.
Marcus says, “I noticed that the supply order last week was short, and we had to make adjustments on-site. I think this could have been avoided if we had double-checked vendor communication earlier in the process.”
You remember the situation well—you signed off on the order while juggling multiple deadlines and missed a minor discrepancy. Now, you're being called out in front of your team.
Your first instinct is to defend yourself, but what is the best leadership response?
Choose the Most Humble Response:
A. “We had to adjust, but in the end, the team made it work. Sometimes things slip through the cracks, and we just have to be flexible.”
B. “Marcus, I get that this was an inconvenience, but let’s not act like this was a major issue. We handled it, and the project moved forward.”
C. “That is a fair point. I signed off on that order, and I should have double-checked it. Let’s figure out a process to prevent this from happening again.”
D. “I was dealing with multiple deadlines that day, and honestly, I do not think it was entirely on me. Other people could have caught it too.”
Why Choice C is the Most Humble Response:
Choice A and Choice B downplay the mistake. They avoid taking responsibility and shift the focus away from what can be learned. While it might feel like protecting your leadership image, it actually makes the team less likely to trust you in the future.
Choice D deflects blame. Even if others could have caught the mistake, humility means owning your part instead of pointing fingers.
Choice C is the best response because it acknowledges the mistake, takes responsibility, and focuses on finding a solution. It shows that Rachel is not afraid to admit when she could have done better, which builds trust and encourages the team to be honest about their own mistakes as well.
The Lesson?
Humility is not about being perfect. It is about being open, accountable, and solution-focused. A humble leader does not see mistakes as a threat to their reputation. Instead, they see them as opportunities to improve and set an example for their team.
Leadership is about creating an environment where everyone’s contributions matter and where learning is valued over personal recognition. Humble leaders build trust by listening, giving credit where it is due, and staying open to new perspectives. The following best practices will help you lead with humility and strengthen your team’s success:
Listen More, Talk Less: Humility starts with truly hearing what others have to say. Active listening shows that you value different perspectives and are open to learning.
Focus on listening without interrupting or immediately offering your opinion.
Ask thoughtful questions like, “What do you think we could do differently?” or “How do you see this situation?”
Summarize what others have said before responding to show that you understand.
Be Transparent About Your Limitations: Admitting when you do not know something or when you have made a mistake does not make you weak—it makes you relatable and trustworthy. It will also make those around you feel safe to explore their growth as well.
Share moments where you are actively working on improvement. For example, “I realized I was not delegating effectively, so I have started asking for input on how I can empower the team more.”
If someone asks a question you cannot answer, say, “I am not sure, but I will look into it. Let me know if you have any ideas in the meantime.”
Celebrate the Contributions of Others: Humble leaders recognize that success is a team effort. Highlighting other’s contributions creates a work environment where people feel motivated and valued.
Make it a habit to acknowledge team members’ successes during meetings or in one-on-one settings.
Be specific when giving recognition, saying things like, “This project’s success is thanks to your creative solutions and hard work.”
When presenting results, shift the spotlight to the team: “I could not have done this without their dedication and talent.”
Balance Authority with Approachability: Being humble doesn't mean giving up leadership presence. The key is balancing confidence with openness.
Involve others in decision-making when possible but remain decisive when needed. Try saying, “I have made this decision based on the input we gathered, but I am open to hearing any concerns.”
When rolling out a new process, explain your reasoning and ask, “Does this address the challenges we have been facing, or is there something I am missing?”
Model Humility by Admitting Mistakes: No leader is perfect, and mistakes are opportunities to lead by example. Owning missteps shows accountability and self-awareness.
When a mistake happens, acknowledge it openly: “I missed a deadline because I did not delegate properly. I will make sure to communicate timelines better in the future.”
If a decision does not produce the expected outcome, say, “I did not anticipate that result. Here is what I have learned, and here is how I will approach it next time.”
Humility is what sets great leaders apart. It builds trust, strengthens relationships, and makes people feel valued. A humble leader is not focused on proving themselves. They give others the space to learn, contribute, and grow.
The best leaders understand that leadership is not about personal recognition—it is about bringing out the best in their team. By listening, valuing input, and encouraging growth, they create an environment where people are confident, motivated, and invested in success.
In the next lesson, we will explore how leaders put humility into action by closing the feedback loop. Leadership is not just about hearing others out. It is about acting on feedback, making real improvements, and showing that every voice plays a role in moving the team forward.
Reflection Questions:
Do I give credit to others when things go well, or do I focus more on my own contributions?
Have I ever hesitated to ask for help because I did not want to appear less capable?
How do I handle situations where someone challenges my viewpoint? Do I listen openly, or do I focus on defending my perspective?
To push your understanding of The Power of Humility to the next level, explore these valuable resources. They’ll help expand your skills and provide essential tools for building strong leadership.
The Importance of Humility in Leadership—and How to Embrace It
Why Humility is Essential to Effective Leadership With Jocko Willink (6:42)
Balance Ego And Humility To Be A Better Leader
Lead with Humility (2:28)