We are all humans, all fallible.
I believe that recent events has helped organizations to realize that the real value lies in co-operation, team work, counting on each other rather than in office politics or who has the power. Building teams and processes, which are based on efficient co-operation is key – for which in my personal experience, humble leadership is one of the best ways to do so. It may take a bit longer to see the results in the metrics – and this may be frustrating or even upsetting – but it pays back over time. Not only if we consider retention, work atmosphere or burn-out rates etc., but also if we consider personal and organizational growth. Often people get scared upon succession plan discussions while developing my own succession, developing people to be able to step up is not only a success in itself but should also mean a great value for an organization and so as well for leaders. If I have a good team, I can take a careless vacation because I can trust that they are prepared to deliver, to make the right decisions even if I am not around. This should be considered an asset and a possibility. Asset for the organization that teams can work well and possibility for the leaders to focus on further organizational growth – be it looking at business development opportunities, process improvements or personal development in a new role, maybe even different organization to enrich their own professional experience and journey.
Humble – servant – coaching style leadership: often seen as weak leadership. Weak as maybe not getting the best or sometimes even no visible results early on, weak as the leader is not putting him/herself into the driver seat in each and every platform to polish his/her ego, weak as via delegation may be perceived as overly delegating etc. In reality it is more the mindset of trusting other adults, professionals in their fields that they can not only do their jobs but also further develop. (Not to mention that accountability is higher with such leadership approach.) Development can be multiple: vertical, horizontal, becoming more an expert in one’s field or upskilling.
Humans are fallible – we all experience hard times, sometimes harder than before. Organizations which allow their people to take time to learn, to step back for some reason temporarily to then return and give their best, are the most successful. For me this means as well that it is possible in a workplace to admit our flaws, our professional shortcomings and failures are allowed.
With that in hand, it is important to bear in mind when it comes to next generation leadership development, to let people to step out of their comfort zone but just to the right level. Sometimes I have seen people given way too big responsibilities – kind of too early too much (yes, that exits as well, not only the too little, too late – which again sometimes can be overcome with a delegation while you are on vacation to the level one below you, it feels fantastic to see your team functioning well without you – it means you did your job well as a leader). Once I was asked on an interview: “...but don’t you think that this way you make yourself redundant?” Of course this was the moment I knew I don’t want to work for this manager and organization and also my answer was no, I am not afraid of developing people, thanks to some leaders, who taught the same way and had the same courageous approach, I am where I am now, and I had the chance to take leadership roles at an early stage in my career.
People still leave their jobs mainly due to leadership and culture reasons, if a company can get this right paired with a fair compensation, even if that falls to the lower end of what is considered fair, people will likely stay.
I have been working with this style of leadership and while sometimes it perceived well and sometimes not, overall it works very well (however I must admit that sometimes I do mix it with various situational leadership elements). Works well, as humble leadership for me also means that I treat others respectfully, regardless of the topic. The message may be difficult, clear, pragmatic but still respectful.
I really like the below article in this regard, resonates with my values very much:
https://hbr.org/2018/04/how-humble-leadership-really-works
If not yet – as part of the S T R E T C H method – give it a try in the coming month. Let yourself to switch off completely during your holidays by delegating your scope to one or more team members or give them one of your projects.
The S T R E T C H method is an overall coaching tool, designed by me, that can be used in any leadership and career coaching process by taking the different elements and building step by step your further growth and tweaks.
Like in sports, best is when you have a coach at your side.
Growth and change is inevitable, ride the waves with ease with my support and with the S T R E T C H method. Have fun!
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