Neglected Leadership Characteristic #2: Reframing Humility

What if the secret to great leadership is humility?

This month we’re pausing the usual format of the show to talk about three essential yet neglected leadership characteristics:

• Collaboration through Disagreement – we covered this last week

• Reframing Humility – we’ll talk about today

• Courage in the Face of Fear – we’ll unpack next week

Today we’re focusing on Reframing Humility. Or maybe we should call it “Rebranding Humility!”

Why? Because humility – is well, maybe it’s humiliating?

What comes to mind when you think of the word humble? Perhaps words like meek, tentative, quiet or even weak.

These behaviors seem woefully out of place in a world where it feels like the strongest, the loudest and the boldest are seen as “real leaders.”

Humility just doesn’t fit the stereotype of a leader.

We’ve been conditioned to believe humble leaders simple won’t “get us there.” When it comes to leadership, it simply doesn’t seem like effective and humility go together.

The Challenge for Humble Executives

I’ve spent a significant amount of time coaching what I might call humble executives. They have sharp and respected talents, and they make impactful contributions to the company. But given their work culture and environment they have a hard time getting that next promotion. This is especially true although not limited to industries like finance and strategy consulting.

Why? It comes down to this: they are not good at promoting themselves.

This quote from Lao Tzu a Chinese philosopher comes to mind:

“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.”

This is a powerful picture of leadership.

Unfortunately, this approach to leadership today doesn’t usually work when you’re trying to win a well-deserved promoted.

Striking a Balance: Humility and Visibility

Some executives I’ve worked with are uncomfortable promoting themselves. They prefer to lead from behind. They excel in getting work done through others and letting others shine. While this type of leader brings tremendous value, they are not showcasing it in the expected way you need to in order to get recognized.

I usually start by reaffirming their strengths because we leverage those strengths to achieve their leadership development goals. The purpose isn’t to change who they are but to help them refine their approach in communicating their value. The company certainly doesn’t want them to get rid of what makes them effective.

Even as they explore new ways of leading, they must stay authentic to themselves.

The challenge is finding the right balance: maintaining their core strengths while also building relationships and effectively communicating their contributions and accomplishments to those who need to hear them.

The False Narrative About Humility

Most companies reward leaders who promote themselves to gain more responsibility, rather than recognizing those who create collaboration and empower others to succeed without seeking credit. People who showcase their achievements get rewarded while those who share credit, give away the spotlight to others.

Social media and our self-promotion culture reinforces this for all of us.

On the other hand, we don’t want people to hide behind others—letting them do all the work while still sharing in the credit. My middle daughter gets frustrated when she’s in working on a group project at school where others don’t contribute, leaving her to do most of the work.

That’s the flip side: those who put in the effort but don’t receive the recognition they deserve.

Perhaps this is the false narrative: taking on the qualities of a humble leader will fundamentally keep us from obtaining the business results we want. But I disagree. Let’s look at what happens when people lead with humility.

What Humble Leadership Looks Like

Humble leaders seek feedback and are willing to admit mistakes. They value others' contributions, sometimes even placing them above their own when the situation calls for it. They remain grounded despite success, without letting their achievements cloud their perspective. They work hard to understand different viewpoints, and actively listen to others’ perspectives, ideas, and experiences. They recognize when they’re wrong, aren’t afraid to change their mind, and respect the expertise of those who have more experience than they do.

And yet, at the same time, humble leaders are not passive or pushovers—they are willing to speak up, challenge ideas, and take a stand, even when it’s unpopular.

They understand that humility doesn’t mean avoiding conflict or always seeking consensus; rather, it means making thoughtful, informed decisions with confidence and integrity. They give direct, constructive feedback when needed and are not afraid to hold others accountable.

Is Humility Perceived as Weakness?

But what’s the opposite of humility? We might say arrogance. A leader who overestimates their abilities, dismisses others' opinions and feedback, refuses to acknowledge mistakes, and often gets caught up in their own success and superiority.

This also raises another question: Do we subconsciously associate humility with being “feminine” and arrogance with being “masculine”? Possibly, but it’s a stereotype I obviously don’t agree with.

However, in a recent interview with Joe Rogan, Meta CEO Mark Zuckerberg expressed a desire to reintroduce "masculine energy" into what he perceives as a "neutered" corporate culture. He says this on the show,

“I think a lot of the corporate world is pretty culturally neutered. Masculine energy is good, and obviously, society has plenty of that, but I think corporate culture was really trying to get away from it. I think having a culture that celebrates the aggression a bit more has its own merits that are really positive."

Zuckerberg equates "masculine energy" with "aggression," suggesting that increased aggression in the workplace can have positive effects. As reported by Men’s Health in the article "What the Zuck is Masculine Energy?", this perspective reinforces outdated stereotypes, portraying men as inherently aggressive leaders while overlooking the potential negative consequences of encouraging aggression at work.

While it’s not explicit, you could argue that Zuckerberg is diminishing so-called “feminine energy”—which, in this context, could be interpreted as humility, the opposite of aggression.

I’d question whether we should be assigning certain energies or behaviors to genders at all. While there’s much more to unpack on this topic, it’s important to consider the consequences of promoting aggression in the workplace.

Corporate structures and business expectations often actively discourage humility – perhaps without even realizing it. Leaders feel pressured to deliver quick results, making it harder to prioritize collaboration and long-term thinking. Hustle culture glorifies assertiveness and relentless self-promotion. Lastly, many fear that stepping back and letting others shine will make them seem weak or less authoritative, reinforcing the idea that humility as a leader is a liability rather than a strength.

Why Humility in Leadership Is More Important Than Ever

I serendipitously came across this quote yesterday by Nadia Bolz-Weber an American author and Lutheran minister:

“[Humility] is just not exactly in fashion right now. Arrogance and Anger are trending, but humility is just sad and old fashioned at this point. But would it be the worst thing in the world if it had a resurgence?”

My answer—NO! Not only wouldn’t it be the worst thing, but it could actually be the best thing. In fact, leading with humility might be the antidote we need to navigate the fear, disorientation, and uncertainty we’re facing right now.

I’ll offer four essential ways humility in leadership could lead to better business results. (There are WAY more - what would you add?)

1. The World Is Too Complex for "Know-It-All" Leaders

Today’s challenges—whether in business, politics, or society—are far too complex for any one person to have all the answers. Humble leaders recognize this reality by actively seeking input from their direct reports, employees at all levels, experts, and even competitors. This openness enables leaders to be more nimble and better equipped to navigate uncertainty than leaders who insist on having all the answers.

2. Humility Creates Trust with Stronger Results

People are more likely to follow leaders who listen, admit mistakes, and give credit where it’s due rather than seeking all the glory for themselves. Humble leaders enable people to feel valued and heard, which in turn drives higher engagement, creativity, and retention.

3. Humility Encourages Continuous Learning & Growth

Arrogant leaders assume they already have all the skills they need, while humble leaders view leadership as a lifelong learning process. These leaders stay curious and engaged with people and topics which then naturally expand their understanding and impact. This growth mindset allows them to handle failure more effectively, and to stay ahead of business challenges and industry changes.

4. Humility Fuels Innovation

In our fast-changing world, companies that fail to innovate risk becoming irrelevant. Humble leaders create the conditions for continuous innovation by welcoming diverse perspectives, encouraging experimentation, and admitting they don’t have all the answers. By valuing input from every level of the organization, they empower teams to take risks, challenge assumptions, and explore new ideas without fear of failure.

The old model of leadership—commanding and dominating top down and never admitting failure—is outdated. The new model—based on humility, adaptability, and learning—is what drives real success today.

Beth Ford: A Humble Leader Driving Real Impact

While conducting research on business leaders embodying humility perhaps not surprisingly, they were unknown to me! One of these leaders caught my eye: Beth Ford.

Beth Ford is the current CEO of Land O'Lakes, an organization in the American agricultural industry. Ford came from a large working-class family in Iowa, where she was the fifth of eight children. At the age of 12, she detasseled corn for $2 an hour. While putting herself through college, she worked a variety of jobs, including washing toilets as a janitor, painting houses, and working as a cashier.

Before joining Land O'Lakes, Ford carved out a diverse career working in seven different companies across six industries. Rather than staying in one field, she embraced change, taking on new challenges in manufacturing, energy, and retail, among others.

In an interview with CNN’s Clare Duffy, Ford spoke candidly about the risks she has taken in her career and how humility helped her along the way. She said:

“I’ve been in business now for 37 years, but I’ve worked in multiple industries. Many times, I wasn’t familiar with the industry. The risk is the willingness to be embarrassed, the willingness to leverage your curiosity, to admire the folks who do know, and to feel confident that it’s OK to say, ‘I don’t know. I need your help.’”

I didn’t realize this, but Land O’Lakes operates as a cooperative, meaning it is owned not by public shareholders but by the farmers who actually produce its butter and other dairy products along with animal feed, crop seeds, and other related services. As Ford talks about in the New York Times, this unique model requires a leadership style deeply rooted in connection and service. She says this:

“There’s an intimacy to this model. I know the families. I’m out on their farms. I’m with them constantly. I see the pressure. I see their stress. At the same time, I see their communities that are challenged.”(NYTimes Corner Office by David Gelles May 2021)

Ford’s leadership is shaped by this direct engagement with farmers. She makes decisions that prioritize their well-being, sometimes choosing to benefit farmers over short-term profits, reinforcing her belief that business success is inseparable from its people. This is how Ford puts it in her interview with The New York Times:

“I don’t know that a business can be successful if employees are worried about their kids’ school or that their mom can’t go to the doctor. More of that understanding will help everybody.” (NYTimes Corner Office by David Gelles May 2021)

And all of this is paying off financially for Land O’Lakes and its farmers.

According to their 2023 annual report, Land O'Lakes reported net sales of approximately $16.8 billion and net earnings of $258 million. And much of that will go back to real farmers on real farms.

Ford’s humility is also evident in her advocacy for rural communities. Recognizing the challenges American farmers face, she has been a vocal proponent for improving high-speed internet access in underserved areas.

By embodying humility, Beth Ford has not only broken barriers as the first openly gay female CEO of a Fortune 500 company, but she has also driven positive change within Land O'Lakes and the broader agricultural industry. Her leadership is rooted in service, continuous learning, and a deep respect for the people she leads, strongly demonstrating that humility is not a weakness but a strength that enables long-term success and growth.

How Leaders Can Embrace Humility at Work

Now – the million-dollar question – how can YOU incorporate more humility into your leadership approach?

Here are five practical ways to integrate humility into your leadership style:

1. Seek and Act on Feedback

If you know or have worked with me for any amount of time, you know how I feel about feedback. Feedback for anyone at any level at any time in their career can be an absolute game changer. And as for humility – feedback basically assumes you have blind spots (you do!) and you don’t have all the answers (you don’t!). What does this look like? You actively seek input, listen with an open mind, and apply what you learn. Regularly asking for honest feedback from employees, peers, and mentors and even clients - creates an environment where feedback conversations are a natural part of what you do every day – rather than seen as a one-off event to be feared.

2. Admit Mistakes While Balancing Confidence with Vulnerability

Humble leaders own their mistakes while at the same time remaining confident in their abilities. You can see how this is connected to seeking and acting on feedback. Be willing to say, “I was wrong,” or “That was my mistake,” show integrity and support learning from failure. When things go wrong, focus on how you can improve rather than becoming defensive. Humility also means being secure enough to admit what you don’t know and being open to learning from others. Ask for help and recognize the expertise of others. This will build credibility and encourage the people you work with to follow you with trust and respect.

3. Recognize and Elevate Others' Contributions

True humility means stepping back and letting others shine. Giving credit where it’s due and celebrating team wins—rather than making it about your own personal success—can build trust and collaboration within your team. A client recently shared a slightly different but equally powerful approach. He said, “Point out a job well done to a senior stakeholder.” He later explained how he had recently told the CEO about a project successfully led by one of his direct reports. In response, the CEO sent a personal note to the employee, saying, “I heard you did an excellent job on this project—great work!” You can imagine the impact this had! Publicly recognizing employees’ contributions—whether through direct praise from leadership, in meetings, emails, or company-wide updates—reinforces appreciation and motivates people to continue delivering their best work.

4. Cultivate Curiosity and Commit to Lifelong Learning

Authentically approach leadership as a lifelong learning process. Seek out learning and development opportunities by reading, listening to podcasts, and going out of your way to hear perspectives outside of your usual circle. Ask more questions than giving answers - I personally love this one. All of these will enable you to be curious, engaged, and develop a deeper understanding of the challenges and opportunities within your team and organization.

5. Stay Grounded Despite Success

Avoid the trap of letting titles and achievements define your identity. Ground your leadership in service rather than status. Engage with employees at all levels for genuine connection. And finally, regularly reflect on your own personal values and the kind of impact you want to make to align your day-to-day leadership with integrity and purpose.

The old model of leadership—commanding, dominating, and never admitting failure—is outdated and more importantly it’s ultimately ineffective. The new model—rooted in humility, adaptability, and continuous learning—this is the type of leadership that can drive real success.

Your Challenge

If you’re looking for one simple way to start embracing humility at work, ask yourself:

Who can I learn from today?

That’s it for this week! Join me next week when we’ll unpack the final neglected leadership characteristic: Courage in the Face of Fear.

You're always welcome at the table, where every discussion has the potential for transformative change.