How do I actually practise humility as a leader… without losing credibility or control?
It starts with a mindset shift:
🎯 Humility isn’t about diminishing yourself.
🎯 It’s about elevating others — while staying grounded in who you are.
Here’s what that looks like in action:
💡 You ask for feedback — even when it’s uncomfortable.
💡 You admit mistakes and take responsibility — without deflecting or blaming.
💡 You make space for others to contribute — especially those whose voices are often ignored.
💡 You acknowledge the role that privilege, support, and circumstance play in your success — while still owning your hard work.
Humility doesn’t mean giving up your leadership voice. It means using it wisely and generously.
But — and this is key — it’s not just a trait. It’s a practice.
Here are a few reflective questions we offer leaders we coach:
🔍 When was the last time you admitted a mistake to your team?
🔍 How do you typically show appreciation to others — and how often?
🔍 What holds you back from asking for feedback?
🔍 Are you actively learning from those with less experience, different identities, or new perspectives?
If your answers make you pause, you’re not alone.
Humility requires unlearning habits of ego, control, and perfectionism — habits many of us have been rewarded for.
It’s not always easy, especially for leaders from marginalised backgrounds, who may be penalised for being “too soft” or “not assertive enough.”
That’s why inclusive leadership must go deeper than surface behaviours. It has to recognise the different conditions under which people lead.
At its core, inclusive leadership is about being real. And humility? That’s one of its most powerful — and transformative — tools.
