Humility: A Counter-Intuitive Leadership Strength

Technology seems to be advancing at an almost unbelievable rate. Lately, I’ve been thinking a lot about the importance of remembering what it means to be human in an increasingly automated world.

As our machines get smarter, we need to make sure we don’t get dumber. Plenty of tasks can be safely delegated to algorithms and automation—but leadership isn’t one of them. Leadership requires something only humans can bring: the willingness to stay grounded, curious, self-aware, and connected. If we want to lead well, we have to lead like actual HUMANS—with humility, understanding, mindfulness, a healthy attitude, and a genuine concern for nurturing those in our charge.

Today, let’s unpack humility.

Humility: Attractive—and Essential

Humility stands on its own as a valuable human quality. Humble people are easier to work with. They listen. They learn. They’re not trying to impress you every second of the day. And we all know the alternative: nobody enjoys working with someone arrogant. If humility draws people in, hubris pushes them away.

But humility isn’t just a pleasant virtue. For leaders, it is the foundation of three critical practices that determine long-term effectiveness.

1. Personal Growth

“Leadership ability is the lid that determines a person’s level of effectiveness.”
—John Maxwell

Leadership ability isn’t something we’re born with. It’s something we become—slowly, intentionally, and through effort.

Some people are gifted, yes. But even the most naturally talented leaders hit a ceiling if they refuse to grow. Real, transformational growth—the kind that shapes people with potential into leaders with influence—never happens by accident.

And here’s where humility matters most:
If you don’t have enough humility to admit you need to grow, you’ll never do the work.

Talented leaders are especially vulnerable to this trap. When you’ve always excelled, it’s tempting to trust your raw ability instead of developing it. But no matter how capable you are today, your team deserves the version of you that continues to grow tomorrow.

2. Team Synergy

“Remember, none of us is as smart as all of us.”
—John Maxwell

As the leader, you may very well be the smartest or most experienced person on your team. (There’s usually a reason you were chosen to lead.) But if that leads you to make every decision yourself, you’re limiting your team—and yourself.

Leaders often assume that allowing team members to find their own approach will slow things down or lead to mistakes. The truth is almost always the opposite. When people are trusted with the how—not just the what—they become more engaged, more creative, and more capable.

But here’s the catch:
Without humility, you won’t listen to your team’s ideas or give them the space to surprise you.

Micromanagement is almost always rooted in insecurity. When you insist on being the smartest person in the room, your team never gets the chance to function as a team. They remain individual contributors limited by your need for control.

Humility unlocks synergy. It allows you to benefit from perspectives, experiences, and solutions you could never generate on your own.

3. Succession Planning

“Success without a successor is ultimately failure.”
—John Maxwell

A leader’s primary duties are people and mission—taking care of your team and achieving results. That work alone can fill your entire calendar. But great leaders think beyond the moment. They think about sustainability.

Every leader is temporary. The question is whether the team you leave behind will be stronger because of you.

Humility plays a surprisingly vital role here. Without it, you may struggle to:

• identify rising leaders,

• invest in their development,

• or give them opportunities that stretch them.

Pride whispers that developing others is risky. That talented people are a threat. That if someone else shines, your own influence might dim.

But humility tells the truth:
Developing leaders isn’t a threat—it’s the job.
It strengthens your team, your organization, and your legacy.

A strong bench isn’t built accidentally. It’s built by leaders secure enough to help others grow.

Final Thoughts

Leaders often feel pressure to project strength. Unfortunately, many equate “strength” with never admitting weakness, never asking questions, and never letting others lead. This mindset is a relic of command-and-control leadership—and while that style may be necessary in a true crisis, it’s ineffective the other 99 percent of the time.

Humility doesn’t make you weak. It makes you wise. It makes you approachable. And it makes you far more effective as a leader.

If you want to be a HUMAN leader, humility is where it all begins.