When one is humble, it is a given through research that one knows his/her strengths and weaknesses. Exposure to both does not make a person anything but real and not afraid of stating a voice or being subject to criticism. The individual who is humble is often a leader and someone who influences others by being honestly fair.
In today's world, many individuals seem to be constantly wanting praise and ignoring what matters most; compassion and empathy. What we might consider are those who are genuinely struggling, not those who continually exploit the system.
Corporate heads tend to dismiss those who cannot buy stocks, get a huge salary, but they continue to live the grand life. Disregard for those in need is very telling of a world destined to be subject to more narcissism than humility.
Leadership and humility go hand and glove. Think about the bosses you have worked for who really have helped you to become well trained and stood by you as you succeed or not. They are well disciplined and accept you as you are, and when you do not live up to performance expectations, a second chance is always available. If you ignore that chance, you are relieved of your job through your own will.
Regardless of the criticism that may ensue, leaders who succeed are thought of as honest and real. That is known as a boss who clearly knows herself or himself, one who is direct and doesn't play games with people's livelihood.
When you rise to the occasion of motivation and new ideas, all employees are influenced by a good leader who accepts all ideas by the staff. Even though the Ideas may not be relevant to the situation at all times, good leaders attempt to resolve issues by continuous and motivational influence. Employees then believe they are part of the organization. That is one way to encourage a partnership that is lasting for the long run. It keeps recidivism to an all time low and employees who feel they have some ownership of their company.
Even though humility in leadership is a great attribute, one needs to self-reflect and explore all the ways that projects can be improved. This is generally done through feedback from the team. Mistakes are made and humbly asking the team for their interpretation of those errors stands to give you honest opinions that eventually gives leaders more self-confidence and employees a strong belief in transparency.
Gloria M. Reiske is an MSW, LCSW with more than thirty years experience in education, administration, social work, and coaching. She has authored many articles and is published in local media, having written a men and grief manual for training purposes throughout Virginia and an article for children and grief. Email her at gloriareiske@blogspot.com and check out this article on Facebook.
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