3 Steps to Assess Your Humility


3 Steps to Assess Your Humility Level

We were pretty cute and then we took on our role in leadership.

Some how many babies grew into leaders who believe workplace humility is a detriment, not an advantage. Authority, power and even intimidation are best to run organizations and achieve results. Perhaps this is based on a misunderstanding of true humility: a desire to serve and a dedication to bettering others. If you wonder about your own leadership, I recommend that you start by assessing your behavior and responses to the following questions. (You can work with a trusted colleague or coach to ensure you see yourself clearly.)

  1. Do you frequently lose your temper? Perhaps you’re short with people or pressing your points without regarding theirs. Take stock of how people respond to you. Is there an issue with your approach? If your employees try to avoid you or resist bringing up difficult topics, you may be overbearing. Focus on being calm and collected, and recognize the harm caused by a lack of kindness or empathy. Put yourself in the shoes of a person confronted with your gruff approach. Beware of passive aggression or sarcasm as these are habits that reduce trust.

  2. Are you a focused listener? Are people frustrated because they can’t complete their sentences with you? Do you make sense of their points, or have you missed part of the conversation? Do people’s comments indicate that you don’t understand their perspective? Practice better listening skills by eliminating distractions and making a deliberate effort to grasp everything someone is saying. Imagine being quizzed on the conversation to see if you’ve caught every point. Ask questions to verify what you were told. (If this embarrasses you, use it as an incentive to listen better.) Declaring that you are seeking to be a better listener is a little humbling in and of itself and serves as a magnificent building block.

  3. Are you too focused on your own image? Do you build yourself up at others’ expense? Do their victories end up on your bragging list to impress? Do you give your people a chance to present how they accomplished their tasks? Any attention your people draw from success reflects directly on you. Great leaders don’t need to grab credit. They earn much more respect when their people get the credit. Advance your reputation through your team’s exemplary track record. Jesus encourages us all to give to others the best  – that is to love others – When we are self-focused it is impossible to be loving others and is certainly not a sign of humility.

What do you think? What do these questions reveal about your humility level? I’d love to hear from you. I can be reached here and on LinkedIn or text me at 714-267-2818

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5 Ways to Grow Your Humility

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While strong leaders are stereotypically portrayed as egocentric, forceful, bold and self-serving, humility is by no means a lack of confidence or authority. It’s a mistake to view considerate and other-focused leaders as ineffective. In reality, self-serving leaders are ruining workplaces everywhere, to the point where most employees do not care for their jobs or employers. Self-serving leaders have yet to recognize the clear outcome of widespread research: Their style doesn’t work.

As I work primarily in the Christian CEO, president and business owner space, I often see leaders tilt away from humble leadership towards a more authoritarian style that leaves the leader uncertain about his/her faith or the power of God. This is classic form of compartmentalization that creates dissidence in the leader and the team.

True humility is a response of noble character, based on a choice to regard the needs of others ahead of one’s own. We certainly see this in Philippians 2:3-4 “Do nothing out of selfish ambition or vain conceit. Rather, in humility, consider others greater than yourselves, not looking after your own interests but the interests of others.”

Humility is characterized by a desire to serve and the dedication to bettering others.

Again, I see leaders fighting their nature of command and control. They act humbly in one area of their lives and arrogantly in another area of life.

Hey, does anybody need a Savior?

In Start with Humility: Lessons from America’s Quiet CEOs on How to Build Trust and Inspire Followers (CreateSpace, 2010), Merwyn A. Hayes and Michael D. Comer cite numerous humble behaviors, any of which can be clearly discerned when on display. Some of the more important ones are:

Admitting mistakes – If you can be vulnerable, transparent and fallible in front of your people, your true self is revealed, and people are drawn to you. You convey safety, build trust and strengthen relationships.

Empowering people – If you push authority down to the most effective level, you give up some control to your people. This engages them and demonstrates they’re valued and trusted.

Actively listening – This shows people you’re interested in and care about them. You’ve laid the foundation for trust and forging a loyal following.

Crediting others – When your people succeed, give them the credit to build teamwork and inspire higher productivity. People will go above and beyond for a supportive leader who doesn’t steal the spotlight.

Empathy – Being sensitive to people’s trials helps you better understand their perspectives. You’ll lead them more considerately, and they’ll reciprocate with appreciation and allegiance.

Other humble behaviors include honesty, kindness, sincerity and approachability, each of which sets the stage for more favorable employee responses and mutually beneficial relationships. Humble leaders exhibit behaviors that more effectively meet people’s needs—and when their needs are met, there’s no limit to what they can accomplish.

I have been spending time with my clients on how to grow in humility. Got any suggestions?

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I can be reached here and on LinkedIn or text me at 714-267-2818

Humble Behaviors of Godly Leaders

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Before determining how best to reflect humility, it’s important to grasp what it is and what it looks like. Perhaps pastor, speaker and author Rick Warren expresses it best: Humility is not thinking less of yourself but thinking of yourself less.

When encountering humility, employees feel they are listened to and heard, and their best interests are served. They experience humble leaders growing and empowering them, rather than controlling or manipulating them. Humility allows leaders to relate to their people more personably, fairly and reasonably. Humble leaders deemphasize their own importance by emphasizing their people’s worth.

A leader’s desire to meet people’s needs cultivates a loyal following and promotes positive responses. The entire organization benefits when people and practices operate optimally and life at work is enjoyable.

Traits of Humility

·       Admitting Mistakes

·       Empowering People

·       Active Listening

·       Crediting Others

·       Engaging Empathetically

We will explore these areas in more depth next time.

When you look at the “Traits of Humility” list which is an Achilles Heel for you?

Have you considered coaching as a tool to increase your humility factor as you maximize your potential?

 I have coached leaders towards increased humility, better financial results, more peace and more free time. I find the number ONE reason leaders seek out coaching is FREEDOM!

I do offer a complimentary coaching session to assess fit. Are you coachable? Am I the right coach for you? If a coaching experience interests you, as you seek in navigate your many challenges and opportunities; let’s connect.

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I’d love to hear from you.

I can be reached here and on LinkedIn or text me at 714-267-2818


The Advantage of Humble Godly Leadership

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Employee mindsets have shifted from previous generations, according to current data. They want much more than a paycheck, seeking interpersonal connections with their leaders. They desire purpose, significance and the fulfillment associated with making a difference in the workplace. Employees want to contribute value and enjoy meaningful work. They need assurances that they’ll be given the opportunity to succeed at the tasks they’re assigned. They want to be valued, supported and encouraged. They’re looking for leaders who will connect with them and meet these needs.

When employees’ needs go unmet, the organization also suffers. Morale and attitudes steeply decline, and engagement and work ethic follow suit. Productivity and effectiveness drop, and overall business performance significantly deteriorates.

The call is for relationships.

A culture of humility starts with the leader. The normalizing of work difficulties and the expectation of navigating to a successful end sets the organizational tone. That happens most effectively in relationship.

Can you lean into your own difficulties with those you lead?

Can you recall a similar time when you felt vulnerable or embarrassed by a mistake and use that as a bridge, a bridge of humbleness.

Humility leans into the discomfort.

Humble leaders  are more adept at meeting people’s needs because they connect with them at the most basic human level, explain organizational leadership consultants Merwyn A. Hayes and Michael D. Comer in Start with Humility: Lessons from America’s Quiet CEOs on How to Build Trust and Inspire Followers (CreateSpace, 2010). Employees sense sincerity, care and openness in a humble leader. They see someone who puts a higher priority on people’s needs than his or her own. They value a leader who will help them succeed and develop into a better worker, which promotes purpose and self-esteem. Employees become inspired and respond with respect and trust.

Don’t you love it when secular advise looks like godly wisdom. God’s Word and presence is the foundation for humility. We stand humbled at the feet of Jesus in stillness and wonder knowing more stillness, more wonder and more humility are really good for our souls.

Are you finding “still time” with God? Are you comfortable with the call to humility?

I’d love to hear from you. I can be reached here and on LinkedIn or text me at 714-267-2818

Here is my CALENDAR to make connecting simple

The Humility/Power Challenge for Godly Leaders

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For generations, workplace humility was seen as a detriment, not an advantage. For the greater part of the 20th century, leaders believed organizations were best run with power, intimidation, authority and ego. Employees were told what to do and were shown the door when they failed to comply. Decisiveness, toughness and assertiveness were deemed leadership strengths. Facts and figures ruled the day, and leaders seldom prioritized employee needs.

This is a classic space where work and faith were compartmentalized. The idea of humble, servant leadership was taught but not often caught by workplace leaders.

I find in coaching this tension is alive and well and difficult. This is a place that God invites leaders to grow closer to the Creator.

“Lord, how can I lead humbly and boldly?”

“Father God, how do I humble myself and lead my organization well?”

I challenge you to find a quiet place. Ask the Lord the questions and then spend 5 minutes listening!

God gave you leadership qualities and encourages you to live into your vision with your God given creativity while developing humble leadership. It in not an either or, it is an AND!

And He wants to show you the way. He wants to be WITH you. Will you invite God into your leadership journey?

The leadership growth journey is for the brave. The growth of your humility lies with you and God and you and people. Who speaks into your life the truth regarding your leadership? Have you tried a 360 to see how those closest to you experience you? 360s are a great tool for the courageous leader.

What has been your experience with the tension of leadership and power?

I’d love to hear from you. I can be reached here and on LinkedIn or text me at 714-267-2818

Here is my CALENDAR to make connecting simple


Humility, Leadership and God

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Today’s leaders face innumerable challenges that previous generations never confronted such as:

·       employee disengagement,

·       cloud-based speed of commerce,

·       political correctness,

·       cultural diversity,

·       social sensitivities and a

·       hyper-focus on efficiency,

·       and much more

Pressure to succeed now is higher than ever and we expect to succeed fast, super fast!

Leaders know they must have an A-game, and they continually encounter methods that experts claim will improve proficiencies.

Humility, however, is an often-overlooked character trait that flies in the face of culturally accepted leadership norms. It may, in fact, be the most powerful attribute a leader can have to engage and inspire people. Leaders dream of motivated teams, yet many try to develop them in all the wrong ways. We have all communicated poorly and been frustrated in our leadership roles. Often the leadership default is intimidation. Have you ever said, “Just do it because I said so?” Sounds like some of the worst parenting moments.

Humility is a best way to connect with people and to create the pathway for effective communication. It is certainly how we start in our communication with God which is fairly easy, since God is God and I am not. However, God warns us in James 4 that we are to be humble in all areas of life not just the vertical relationship for “God opposes the proud and shows favor to the humble.” In Ephesians 4:2 we are encouraged to “be completely humble and gentle; be patient, bearing with one another in love.” That “one another” part is important and certainly includes the workplace.

When you think about humility and leadership how does it work out in your leadership?

I see it often humility as a challenge in the process of employee development. I also see humility as a hurdle in the interactions of leadership teams.

There are many specific ways to build your humility muscle. Did you know you have a humility muscle? Try making a declaration to those closest, start conversations with a humble statement of identification in an employee conversation and the most importantly make humility a specific part of your prayers.

How would you ask the Lord to grow humility in you?

Our relationship with God is the most important leadership resource at our disposal and yet most rarely connect intentionally with God to help them grow their character. God wants you to be your best version of yourself!

How do you become the best version of you? Connect who you are, what you do with God and THREE!

Who are your THREE?

Most of my thinking today is around “Don’t go alone!” I am helping leaders find mentors. I am challenging leaders to connect deeply with peers. I encourage leaders to connect their leadership to their relationship to Jesus. I get to see the impact of light on an idea through coaching and the power of the Holy Spirit.

Let’s connect and learn from each other. Let’s shine a little light on your life. Humility could be a good conversation starter.

I’d love to hear from you. I can be reached here and on LinkedIn or text me at 714-267-2818

Here is my CALENDAR to make connecting simple