Humility: The Trait That Keeps You Powerful (and Human)

Humble leaders outperform ego-driven ones. Why? Because humility fosters trust, collaboration, and innovation - qualities essential for success in today's fast-paced world. Research shows that teams led by humble leaders are 21% more productive and 22% more profitable. Yet, only 36% of employees feel their managers embody humility, despite 95% wanting this trait in their leaders.

Here’s why humility matters:

• Builds Trust: Humble leaders admit mistakes, seek feedback, and value diverse perspectives. This creates psychological safety, where team members feel free to share ideas and take risks.
• Strengthens Teams: By prioritising collective success over personal gain, humble leaders empower others, boosting engagement, creativity, and job satisfaction.
• Increases Influence: Admitting limitations and showing vulnerability earns respect and loyalty, fostering stronger connections and long-term commitment.

Quick Comparison: Humble vs Ego-Driven Leadership

To lead effectively, balance humility with confidence. Speak with conviction but stay open to being wrong, and empower your team by listening and sharing credit. Humility isn’t a weakness - it’s your leadership advantage.

How To Be a Confident AND Humble Leader

How Humility Actually Increases Your Influence

Admitting your limitations can make you a stronger leader. While traditional leadership often emphasises power and control, leaders who embrace humility create spaces where others excel - and in doing so, they gain greater influence.

The evidence is clear: humble leadership works. Research spanning 18 industries reveals that humble leaders are more likely to mentor others, which not only benefits their teams but also enhances their own career prospects. Despite this, there’s a disconnect - over 95% of employees express a desire for humble leaders, yet just 36% feel their managers embody humility. For those willing to lead with humility, this gap presents a significant opportunity.

"The x-factor of great leadership is not personality, it's humility." – Jim Collins

Humble leaders amplify their impact by leveraging the collective intelligence of their teams. This collaborative approach fosters an environment where individuals feel empowered to contribute their best ideas. The ripple effect is transformative, driven by key factors like psychological safety and a willingness to show vulnerability.

Humility Creates Psychological Safety

When leaders embrace their humanity, teams become more engaged. Psychological safety - the confidence that you can speak up without fear of judgement or retaliation - is the foundation for stronger performance.

Humble leaders cultivate this by consistently practising three behaviours: acknowledging their own limitations, valuing others’ strengths, and demonstrating a willingness to learn. These actions encourage shared ownership and contribution.

Picture this in action: a leader says, “I’m unsure about this approach. What do you think?” Far from showing weakness, this signals that diverse perspectives are welcome and valued. This openness reshapes team dynamics, fostering collaboration and trust.

The benefits are tangible. Research shows that leader humility boosts team performance by encouraging collective humility, increasing contributions, and improving individual outcomes. Teams led by humble leaders report higher levels of engagement, creativity, and job satisfaction.

"Humility in leadership benefits teams, individuals and entire organisations. People experience more psychological freedom, authenticity, job satisfaction, improved team performance and motivation. And humility spreads, too - it's contagious." – David Hekman, Associate Professor of Organisational Leadership and Information Analytics at the University of Colorado Boulder

This sense of safety isn’t just about making people feel good - it drives results. When employees feel they can share ideas, challenge norms, and admit mistakes without fear, organisations become more agile and innovative. Leaders who create this environment see their influence grow as they enable their teams to achieve their best.

Why Showing Vulnerability Builds Respect

Beyond psychological safety, vulnerability strengthens respect. Traditional leadership often warned against revealing any weaknesses, but modern research tells a different story: leaders who show appropriate vulnerability earn greater respect and loyalty from their teams.

Vulnerability involves being honest about challenges and mistakes while demonstrating a commitment to growth. This authenticity fosters meaningful connections that go beyond traditional hierarchies.

"Humility is not denying your strengths. Humility is being honest about your weaknesses." – Rick Warren

When leaders are open about their struggles, they create a culture where others feel safe to do the same. This openness encourages calculated risks, learning from setbacks, and innovation without fear of failure. The result? Teams that are more creative, resilient, and united in their pursuit of success.

Humble leaders also prioritise the dignity of others. By showing respect and valuing contributions, they inspire loyalty that far surpasses what traditional authoritarian leadership can achieve. Vulnerable leaders become relatable and approachable, making it easier to build genuine connections with their teams. When employees see their leader as a person who grows through challenges, they’re more likely to invest emotionally in the team’s goals.

The influence gained through this approach is enduring. Unlike authority based on fear or title, respect earned through vulnerability inspires true commitment. Team members don’t just follow orders; they actively contribute because they believe in their leader and their shared vision.

"Humility in leadership is knowing that true strength lies in lifting others, not in being above them." – Lourdes Coss, Author and Transformational Leader

This shift from dominance to service, from pretending to know everything to embracing continuous learning, is the hallmark of effective leadership today. In a world of constant change and complex challenges, the leaders who succeed will be those who recognise the power of their teams - and have the humility to admit they can’t do it all alone.

Ego vs Humility: How Different Leadership Styles Compare

The contrast between ego-driven and humble leadership creates vastly different outcomes in the workplace. While both approaches might achieve short-term results, their long-term effects on team dynamics, workplace culture, and organisational success clearly highlight the enduring benefits of humility.

This isn’t just theoretical - it’s backed by numbers. Teams led by self-aware leaders focused on collective goals are 21% more productive and 22% more profitable. Yet, despite 95% of employees expressing a preference for humble leadership, only 36% feel they actually experience it. This disconnect signals a pressing need for leaders to embrace humility as a core leadership trait.

Key Differences Between Humble and Ego-Driven Leaders

At its core, the difference lies in motivation and focus. Ego-driven leaders prioritise their own interests, while humble leaders centre their actions around collective success. This contrast shapes everything - from how they handle mistakes to how they build relationships.

Ego-driven leadership often fosters fear and limits creativity. These leaders typically seek control, crave admiration, and dominate discussions, leaving little room for innovation. When problems arise, they deflect blame and resort to micromanagement, eroding trust and morale. The ripple effects are damaging: teams under such leadership struggle with poor communication, self-serving decisions, and a lack of trust.

Humble leadership, on the other hand, promotes collaboration and mutual respect. Humble leaders encourage open dialogue, creating a space where all ideas are valued, which leads to stronger teamwork and innovative solutions. They actively involve their team in decision-making, leveraging collective wisdom rather than relying solely on their own perspective. Recognising and celebrating team achievements is another hallmark of humble leaders, boosting morale and motivation. Their willingness to acknowledge mistakes and learn from them fosters psychological safety - an essential ingredient for navigating today’s fast-paced business environment. Over time, this approach cultivates engaged, motivated teams that consistently deliver their best work because they feel valued and supported.

These differences also highlight the importance of identifying and avoiding the pitfalls of false humility, which can be just as damaging as overt ego-driven behaviour.

How to Spot and Avoid False Humility

Not all displays of humility are genuine. False humility - often a subtle form of pride - can undermine trust just as much as overt self-interest. It shows up in behaviours like deflecting praise, fishing for compliments, humblebragging, or overusing self-deprecating humour. These actions may stem from insecurity or a concealed sense of superiority.

Take, for instance, a leader who deflects compliments with self-deprecating remarks, seeking validation, or someone who credits their team for success while subtly implying they were the driving force behind it. Such behaviours reveal motivations that contradict true humility.

"The humble leader generates interest in others by shining a light on them. They see people as opportunities to meet needs rather than opportunities to get ahead."
– Aaron Summers

Authentic humility involves recognising your strengths without boasting. It’s about focusing less on yourself, not thinking less of yourself. Genuine leaders balance confidence in their abilities with an openness to growth and learning. To steer clear of false humility, leaders should reflect on their intentions and seek honest feedback from trusted colleagues. Accepting praise with a simple "Thank you" - without deflecting - demonstrates sincerity. Practising gratitude also serves as a reminder of the support and contributions that underpin success. Ultimately, true humility is about holding power lightly and prioritising service over self-promotion, earning respect that lasts.

Cultivating authentic humility requires consistent self-awareness and effort. Leaders must regularly examine their motivations, embrace feedback, and remain focused on shared goals rather than personal accolades. This approach not only builds trust but also lays the foundation for enduring success.

Humble Leadership Examples: Leaders Who Got It Right

These real-world examples highlight how humility can be a cornerstone of effective leadership. By integrating humility into their leadership styles, these individuals achieved extraordinary results.

Vineet Nayar: Employees First, Customers Second

When Vineet Nayar took over as CEO of HCL Technologies in 2005, he flipped the traditional corporate script by putting employees ahead of customers. His philosophy was simple yet transformative: employees are the ones creating value during customer interactions, so empowering them should be the priority. Instead of focusing on control, Nayar focused on enabling his team.

Under his leadership, HCL introduced a 360-degree feedback system, allowing employees at all levels to provide feedback - even to the CEO - with the results made visible across the organisation. Additionally, a mandatory trouble-ticket programme ensured that management addressed employee concerns within a set timeframe. These initiatives weren't just about optics; they drove real results. During Nayar's tenure, HCL's revenues soared by 600%. Even during the global recession of 2008–2010, the company grew by 23% and increased its market share by 21%.

One of Nayar's reflections on this transformation speaks volumes:

"I celebrated because I thought we had discovered a way to resolve 50,000 undiscovered problems. What I missed was that if we are a company in 2005 that has 50,000 employee problems, it must be a real shit place."

This candid admission underscores how humility fuels progress. Nayar openly acknowledged failures, treating them as crucial learning opportunities. His advice for leadership remains refreshingly straightforward:

"The moment you overcomplicate it with culture or mannerisms or behaviour, you get it wrong. People's response is the same on what matters most, so keep it simple and straightforward."

Nayar's example shows how humility, paired with bold action, can drive profound organisational change.

Judith McKenna: Localising Strategy at Walmart

Judith McKenna's leadership at Walmart International offers another compelling example of humility in action. Rather than imposing a one-size-fits-all approach, McKenna leaned on local expertise to shape Walmart's global strategy. This was particularly evident in markets like China and India, where she trusted local teams to adapt strategies to fit regional needs.

One of the standout moments of her tenure was Walmart International's acquisition of a 77% stake in Flipkart in 2018, valued at $16 billion (around £12.3 billion). This move signalled a major shift from a traditional brick-and-mortar focus to a more locally informed, e-commerce-driven strategy. By decentralising decision-making, McKenna fostered innovation, strengthened community ties, and enhanced Walmart's competitiveness in regional markets.

Her leadership philosophy is best captured in her own words:

"The greatest thing that helped me was having teams who were prepared to tell me when something's not right. If you can build a team that pushes back, you can mitigate the risk of making large failures."

McKenna's humility also shines through in her personal reflections on leadership:

"When I started, I was always trying to be somebody else, always trying to fit in and finding the mold that I thought worked. One of the benefits of age is that I've learned to be much more comfortable and more authentic with who I am. It is easier to do once you've got experience."

Both Nayar and McKenna illustrate that humility in leadership isn't about stepping back - it's about empowering others, recognising your limitations, and prioritising collective success over individual accolades. Their stories remind us that true leadership is as much about listening and learning as it is about leading.

How to Develop Genuine Humility: Practical Steps

Developing humility as a leader doesn’t mean downplaying your abilities - it’s about cultivating self-awareness and adopting habits that enhance your effectiveness. By making deliberate choices each day, you can embed humility into your leadership style. Here’s how to get started.

Daily Habits That Build Humility

Reflect through journaling. Dedicate 10–15 minutes each day to think about your actions. Ask yourself questions like: What went well today? Where did I falter? What lessons can I take from today? This consistent reflection helps you see both your strengths and areas for improvement without the emotional weight of immediate feedback.

Invite feedback regularly. Don’t wait for annual reviews to understand how others perceive your leadership. Create frequent opportunities for feedback. After a meeting, you might ask, “How could I have handled that discussion better?” or schedule monthly one-to-ones focused solely on your leadership approach.

Own your mistakes and share the lessons. When you slip up, resist the instinct to downplay or shift blame. Instead, acknowledge the error, explain what you’ve learned, and show your team that mistakes are stepping stones for growth, not failures to hide.

Shift the focus from "I" to "we." When discussing team achievements, avoid centring on yourself. Replace “I delivered this project ahead of schedule” with “We completed this project early thanks to everyone’s effort.” This subtle shift highlights collective success and reinforces teamwork.

Listen without rushing to solve. When someone brings up a challenge or idea, hold back from immediately offering solutions. Instead, listen attentively, ask thoughtful questions, and take time to understand their perspective before responding.

These practices encourage a mindset shift - from focusing on self-preservation to prioritising collective success.

How to Balance Confidence with Humility

While daily habits are crucial, pairing them with confidence creates a more rounded leadership style. Confidence and humility aren’t opposing forces - they complement each other when balanced thoughtfully.

Speak with conviction but stay open to being wrong. Present your ideas as if you believe in them, but listen as if you might be mistaken. This approach allows you to argue your position firmly while remaining open to learning or adjusting your view.

Embrace uncertainty with confidence. You can trust your decision-making process while admitting that you don’t have all the answers. Acknowledging uncertainty doesn’t weaken your credibility - it strengthens it by showing honesty.

Stay curious and teachable. Confidence is rooted in the belief that you can grow and adapt, not in thinking you already know everything. Be eager to learn from others, especially those who bring perspectives you may lack.

Avoid confusing humility with self-doubt. Humility isn’t about downplaying your abilities or being unsure of yourself - it’s about understanding your strengths and recognising areas for growth without fixating on your weaknesses.

Empower others instead of hoarding control. Confident leaders aren’t threatened by sharing authority. Delegate decision-making, provide your team with the tools they need, and trust them to deliver. This shows faith in your leadership and respect for their contributions.

Take responsibility when challenges arise. Confident, humble leaders step up during difficulties. They don’t deflect blame but take accountability for solving problems. This isn’t about taking on blame unfairly - it’s about demonstrating the strength to lead through adversity.

The key to balancing these qualities lies in viewing leadership as a service, not a status. As Pope Francis wisely said:

"The one who rules must be like a servant. If you change your view of your role as a leader - from one who gives orders to members of your team to one who serves your reports - you open up opportunities that did not exist before".

Conclusion: Why Humility Is Your Leadership Advantage

The numbers paint a striking picture: while 80% of managers globally consider themselves humble, only 36% of employees agree. This disconnect highlights both a challenge and an opportunity. Choosing to embrace true humility can set you apart as a leader.

Research consistently underscores this point - teams led by humble leaders perform better. It’s not just about being liked; it’s about being effective. Humility fosters psychological safety, creating an environment where people feel safe to share ideas, take risks, and innovate. This, in turn, unlocks your team’s full potential.

Humility shifts the focus of leadership from being the sole problem-solver to tapping into the collective intelligence of the group. It’s a move away from individual brilliance towards collaborative strength, amplifying your impact in ways you can’t achieve alone.

"Humility in leadership is knowing that true strength lies in lifting others, not in being above them." - Lourdes Coss

The benefits don’t stop at team performance. Leaders who practise humility are more likely to mentor others, which enhances their reputation and career prospects. By helping others grow, you not only strengthen your organisation but also your own professional standing.

Staying humble keeps you grounded. It encourages curiosity, allows you to admit when you’re wrong, and ensures you share credit where it’s due. These traits build authentic relationships - the kind that make leadership deeply rewarding. In a world where 83% of employees would accept lower pay for greater happiness and fulfilment at work, humility becomes a powerful tool for creating workplaces where people thrive.

When you lead with humility, you don’t just elevate your team - you elevate yourself. The strongest leaders understand that real power comes not from standing above others, but from lifting them up alongside you.

FAQs

How can leaders balance humility and confidence to strengthen their leadership style?

Leaders can achieve a blend of humility and confidence by cultivating self-awareness and promoting a culture of openness. Self-awareness allows leaders to recognise their strengths while acknowledging areas where they may need support. This enables them to lead with conviction while remaining open to advice and alternative viewpoints.

When leaders strike this balance, they encourage honest dialogue and teamwork. A humble leader values feedback and embraces different perspectives, fostering an atmosphere of mutual respect. By showing both confidence in their abilities and humility in their approach, leaders build trust and create a space where creativity and growth can flourish. This equilibrium is crucial for earning respect and nurturing a team where everyone feels appreciated and empowered.

How can organisations encourage humility in their leaders?

Organisations can nurture humility in their leaders by implementing a few straightforward strategies. Begin with encouraging self-reflection and active listening. These practices help leaders gain a clear understanding of their own strengths and weaknesses while appreciating the viewpoints of others. Additionally, creating opportunities for leaders to seek feedback from their teams and peers supports a culture of ongoing learning and development.

Recognising and celebrating humble actions, like openly admitting mistakes or acknowledging the contributions of others, further reinforces humility within the organisation. When leaders demonstrate these behaviours, they set a strong example, fostering an environment where teamwork and mutual respect can flourish. Such initiatives not only enhance leadership effectiveness but also contribute to a more collaborative and welcoming workplace.

Why is psychological safety essential in workplaces with humble leaders, and how can they nurture it?

Psychological safety plays a crucial role in workplaces where leaders embrace humility. It fosters an atmosphere where employees feel at ease sharing ideas, asking questions, and even admitting mistakes without the fear of judgement. Leaders who prioritise humility achieve this by valuing everyone's input, promoting open dialogue, and respecting a variety of perspectives. This not only strengthens trust but also encourages creativity and collaboration.

Here are a few practical ways leaders can cultivate psychological safety:

✓ Set clear expectations: Emphasise the importance of respectful and constructive communication.
✓ Welcome feedback: Actively listen to concerns and suggestions, showing genuine interest in what your team has to say.
✓ Model vulnerability: Share your own challenges or learning experiences to show that imperfection is part of growth.
✓ Strengthen team bonds: Engage in activities that bring people together and focus on shared goals.

By adopting these behaviours, leaders empower their teams, enhance group dynamics, and nurture a workplace culture built on respect and continuous development.

Related posts

• Building Team Trust: A Story-Based Approach
• Own the room - Executive Presence, Gravitas and Power of Quiet Confidence
• Transforming a Blame Culture: Leadership Strategies That Work
• Confidence Isn’t Loud - It’s Rooted