Photo credit: Jason Eppink, Creative Commons
A humble leader steps aside so that others can run by and seize the prize of their own greatness. But just how is this done? Let’s take a closer look:
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Expect the best of others
Leaders who expect the best of others exert a powerful influence. Many times leaders get caught in the trap of judging others. They measure, categorize, and classify people and the jobs they perform. Put the emphasis on solid behavior and good intentions. It forces managers to assume and reward the best. It helps leaders not make rigid rules that hold down employees who want to soar.
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Learn to listen
An ancient adage says “Be quick to listen, slow to speak, and slow anger.” Being quick to listen implies that a leader is paying attention, that he or she is not distracted but is actively hearing what the other person is saying. A humble leader listens with the intent of understanding rather than responding.
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Reward honest communication
How do you react when someone tells you bad news? Does the messenger become a target for your arrows? Our reaction to feedback will make all the difference in being able to move forward.
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Admit your mistakes
Humble, open leaders show vulnerability. And nothing demonstrates vulnerability quite like admitting mistakes. “I was wrong” is difficult to say, but it is one of the most freeing and powerful statements a leader can make. Admitting your mistakes allows others on the team to relax and admit their mistakes. It allows the team to breathe and grow.
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Commit to developing others
Developing others first takes personal commitment and desire. It means taking the time to know people—their preferences, skills, and goals. This is most often accomplished in personal relationships.
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Seek commitment
Once people understand your goals and you begin to understand their needs and potential, you can then seek their commitment. Good leaders understand the need to develop committed people.
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Share the dream
Leaders often make the mistake of not being open or sharing their vision and goals with their people. Your vision is not something to hide. Sharing it with others helps them understand what they need to contribute. You can then develop their potential around a shared vision. A shared vision is the only way to create team unity.
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Set goals
Developing people’s potential (and then being open to their ideas) involves setting mutually agreed-upon goals. Individuals also need to know whether they are meeting the standard.
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Reward and recognize
In addition to setting goals, it is important to make people feel appreciated. Money simply levels the playing field. Employees believe you are simply providing fair compensation for their additional efforts; therefore, money pays only for what they have already given. A true rewards recognize peoples potential and goals and helps them develop the needed skills.
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Allow for midcourse corrections
Do not be rigid in your planning with people. Invariably, changes in market conditions, employee needs, and other factors will alter plans and goals. That’s life; that’s okay. Developing someone’s potential is not a fixed proposition but rather a fluid system that responds to his or her needs and skills as well as your needs and vision.
Humility is costly, but there are incredible and often surprising rewards for leaders who recognize their own personal strengths and limitations while seeing and encouraging the greatness in others. Sometimes the ramifications of this timeless insight bring a smile.
Please share a “smile” with us today!