What traits do you recall when you think of the worst leaders you’ve encountered in your lifetime? Did they lead with a heavy hand? Did they exhibit poor communication skills? Or were they simply know-it-alls with no desire to learn from their peers and employees? What they almost certainly have in common is a lack of humility. Unfortunately, humility is commonly not rewarded, and self-promotion prevails. Many of these leaders haven’t discovered that humility is an underrated and powerful leadership trait.
Jim Collins, a renowned management researcher, has studied what makes companies successful. His article, Level 5 Leadership: The Triumph of Humility and Fierce Resolve, published by the Harvard Business Review, summarizes his research from a five-year study. Collins learned that out of 1,435 Fortune 500 companies, only 11 reached ongoing success with stock returns three or more times the market. What these companies have in common is they have what Collins refers to as Level 5 Leaders at the helm. Level 5 Leaders possess a combination of two essential skills: humility and professional will.
Can you learn humility, or is it a natural trait? Please keep reading to learn seven behaviors implicit in those who possess humility and how it makes them successful leaders.
1. They Don’t Toot Their Horns
Jim Collins quoted, “Level 5 leaders are a study in duality: modest and willful, humble and fearless.” Think about the leaders that you respect. Do they boast about their accomplishments, intelligence, and experience, or is their understated but apparent confidence enough to build your admiration?
When we ponder the best leaders in history who possess the duality that Collins discusses, Martin Luther King Jr., Abraham Lincoln, and Eleanor Roosevelt come to mind. These leaders displayed confidence, strength, and boldness without tooting their horns. They gave credit where credit was due and exhibited a fierce will to succeed in their missions.
2. They Get Their Hands Dirty
When business leaders are in touch with their employees and customers, they make better decisions about their businesses and build rapport. Leaders in any organization and level can succeed by being in touch and joining with the people in the trenches. This practice is referred to as MBWA, “Managing By Wandering Around,” originally coined by John Young, President of Hewlett Packard, and was made famous by management guru Tom Peters.
If you want to stand out in a time when a top-down management approach is popular, make an effort to get to know the people in your organization and step into their roles to understand the events that you would otherwise miss. For example, the undeniable leader Steve Jobs, although considered a narcissist by many, demonstrated qualities of humility by getting his hands dirty. CNN reported that Jobs personally responded to some customer service requests while at Apple.
3. They Empower Those Around Them
Leaders who manage with a heavy hand and don’t gather input from their employees are less successful than those who trust them. Contrary to this, leaders who possess humility empower others around them to make decisions. Influential leaders hire the best resources and trust them. When they know they have the right people on board, they follow a bottom-up management style, which empowers employees to assist in the process of making decisions about the actions necessary to attain goals. Theodore Roosevelt once said, “The best executive is the one who has sense enough to pick good men to do what he wants to be done, and self-restraint enough to keep from meddling with them while they do it.”
4. They Don’t Play the Blame Game
When success occurs, humble leaders credit their team members and other factors. If the failure occurs, they accept responsibility for it. Many leaders don’t realize that accepting blame empowers them to take responsibility for fixing the problem. For example, imagine you’re the leader of a sales organization and your sales team is not performing at a level that’s acceptable. A leader who doesn’t exhibit humility might blame the marketing team for lack of leads, the product team for poor product or others involved in the sales process. A leader who exhibits humility blames oneself and develops a plan to improve performance.
5. They Think Long-Term
Leaders who make quick decisions in order to fix something today that will in no way benefit the organization in the long-term are not acting with humility. A great example of making short-term decisions is the common practice of profitable companies downsizing in order to appease shareholders. Typically, layoffs reduce expenses so the numbers are favorable in the short-term, which increases the stock price. This short-term fix doesn’t put long-term profits or employee productivity at top of mind. It typically hurts employee morale, puts more stress on the employees who survive the layoff and hinders progress. Thinking long term keeps companies relevant for employees, customers and shareholders for years to come.
6. They Exhibit Social Responsibility
Corporate leaders who possess humility strive to elicit positive social change. For example, USA Today reported that Starbucks CEO Howard Schultz said, “You can achieve the fragile balance between profitability and the social conscience and as a result of that your company can do better and success is best when it is shared.” For corporations, examples of social responsibility include providing time off for employees to volunteer, matching employee’s charitable donations, reducing environmental footprints and practicing ethical sourcing. For leaders of smaller groups, volunteering and performing other charitable acts sets an example for others in your organization and shows humility.
7. They Are Dedicated to the Growth of People
Benjamin Franklin once said, “Tell me and I forget, teach me and I may remember, involve me and I learn.” Leaders who possess humility are dedicated to the professional and personal growth of the people in their businesses or organizations. They don’t hold information close to their vests; rather they practice mentoring and provide guidance to other individuals by passing on important skills, information and other knowledge. They take the time to invest in young employees, next-generation leaders and those who are new to their organization.
