Humble Leadership Skills

You’re never too important to be kind to people. The misconception? Kindness is a weakness. 
The reality? Kindness is wisdom. Natasha Mahajan said it best … It’s the foundation of leadership that doesn’t just command but inspires. The kind that doesn’t demand respect but earns it effortlessly. No title, no corner office, no accolade makes unkindness acceptable. True leaders - the ones whose teams follow them not out of obligation but out of belief - lead with humanity, not just authority. Here’s how to lead with kindness that resonates deeply: 1/. Listen like they’re the only person in the room. 
Put the phone down. Look them in the eye. Ask thoughtful questions. Listening is more than hearing words - it’s valuing the person behind them. 2/. Celebrate the details. 
“Good job” is a checkmark. Highlighting what they did well and why it matters is impact. Let your praise be specific, intentional, and memorable. 3/. Protect their time and energy. 
Meetings that don’t need to happen? Cancel them. Deadlines that aren’t reasonable? Adjust them. Respecting their bandwidth shows you value their humanity over their productivity. 4/. Own your mistakes. 
Leaders don’t deflect - they take responsibility. A simple “I could’ve guided you better” builds trust faster than any excuse ever could. 5/. Remember the moments that matter. 
Birthdays. Anniversaries. Firsts and lasts. These moments may seem small, but they’re reminders that your team is made up of people, not just roles. 6/. Be tough but thoughtful. 
When hard conversations come, focus on behaviors, not character. Collaborate on solutions. Toughness doesn’t have to cut - it can build. Kindness isn’t soft.

Your success as a leader comes down to how well you set others up to succeed. And I’ve gotten this wrong more than once. When onboarding new leaders, I would give them a stack of docs, send them on a listening tour, and check in often. I assumed that was enough. It wasn’t. I gave them information—but not context. And context is what actually drives clarity, confidence, and results. I’ve since rethought my entire approach to onboarding leaders. This year, when two fantastic leaders joined our team, I did something different: spent a week on providing context. No shortcuts. We talked through: Our mission, strategy, and priorities What success looks like in their first 90 days, 6 months, and year What’s worked—and what hasn’t—in these roles before How we’ll share feedback and stay in sync The shift? Less “onboarding” as a task. More “transferring judgment.” We left with shared context. And here’s what’s interesting: the same thing applies when onboarding AI agents. You can’t just dump data into a system and hope it performs. AI needs context too—about your customers, your voice, your goals, and what “good” looks like. Whether you’re onboarding a new employee or a new AI teammate, the principle is the same: Context isn’t a nice-to-have. It’s the difference between getting started and getting results.

In 1999, a US nuclear submarine commander made a decision that would revolutionize our understanding of leadership. As he assumed command of the USS Santa Fe—the Navy's worst-performing submarine—L. David Marquet faced a stark reality: He had no time to learn the complex systems and procedures before deployment. His solution? Stop giving orders as the expert and start asking questions instead. One of his favorites: "What do you recommend?" This leadership shift took the Santa Fe from worst to first (in the entire fleet). But here's what most people miss about the story: Marquet's success wasn't about delegating decisions. It was about raising expectations—of himself first, as he moved beyond his habit of command-and-control leadership—and then of his team. When you raise your expectations and trust your team's capabilities, you create an upward spiral: - Your team thinks more critically - They take genuine ownership - People become more accountable - You free yourself to focus on strategic growth The next time you're tempted to give an order, pause and ask: "What do you recommend?" instead. Then watch what happens to your team's performance—and your own leadership evolution. #Leadership #ExecutiveGrowth #ExecutiveCoaching #Accountability #HighPerformance

Do you really know the stuff you are talking about, or are you just guessing? When participating in conversations, meetings, or discussions, we're often very confident in what we're saying and the points we're putting forward. But pause for a moment and ask yourself - do you truly know, or are you assuming, vaguely remembering, or guessing with confidence? The difference matters more than you might think. It becomes especially critical if you hold a senior position or a position of influence, because your input can shape decisions, direction, or other people's beliefs. There are three levels of "knowing" that often show up in how we communicate - Firsthand experience - something you've tested, built, or seen firsthand (e.g., a prototype or production issue) - Secondhand evidence - something you've gathered from reliable sources (e.g., articles, documentation, or a reliable senior) - Assumption - a hunch or unverified guess based on intuition, but without supporting data or research If you have directly experienced something, be data-driven and present your case with confidence. Back it up with evidence - real numbers, a quick prototype, or observable facts. It's okay to push back hard if something is making an incorrect point. If you are speaking from secondhand knowledge, don't push back too hard, but do bring supporting sources. Cite what you've read or heard from credible places to strengthen your position. If what you're saying is purely a guess - you haven't tested it, experienced it, or researched it - go ahead and bring it up, but do so with humility. Frame it as a question or possibility, not a conclusion. Knowing which tier you're operating from makes your communication more honest and makes you more credible. It's okay not to know everything. Just be upfront about it. This simple habit can save you from embarrassment if you're proven wrong; more importantly, it helps you build a reputation as someone thoughtful, trustworthy, and grounded. Before you push back, know what you are standing on.

“The workplace could learn a lot from Judge Frank Caprio’s courtroom.” ⚖️ 🌟 Judge Frank Caprio: A Model for Workplace Compassion 🌟 Judge Frank Caprio’s legacy extends far beyond the courtroom, it offers timeless lessons for leaders, companies, and employees everywhere. His approach was rooted in humanity, reminding us that compassion is not a weakness but a strength that transforms people and organizations. Setting the Example for Companies Empathy as a Core Value – Judge Caprio built his courtroom around understanding each person’s story. Companies can emulate this by listening actively to employees, understanding their circumstances, and showing flexibility when they face personal struggles, leading to higher morale and greater loyalty. Restorative, Not Punitive, Culture – Instead of rigid punishment, Judge Caprio encouraged learning and second chances. Organizations that foster a culture of coaching and support rather than blame empower employees to own mistakes, learn, and grow, driving continuous improvement. Community Impact – Like Judge Caprio’s charitable initiatives, businesses can go beyond profit and invest in the wellbeing of staff and the wider community. Social responsibility shouldn’t be an afterthought; it’s an essential part of sustainable business success. Lessons for Employees Integrity and Accountability – Even small actions, showing up, being honest about mistakes, helping those in need, create trust and respect. Employees who lead with integrity help cultivate a positive environment, one interaction at a time. Courage and Kindness – Judge Caprio wasn’t afraid to choose kindness, even when it was easier to be strict. Employees can bring positivity to their teams, stand up for kindness, support colleagues in difficulty, and approach every task with a sense of purpose and care. A Lasting Legacy As companies and employees navigate tight deadlines, conflicts, and uncertainty, Judge Caprio’s example reminds us: leading with humanity inspires excellence. Treating people with dignity, showing compassion in tough moments, and believing in others’ best potential creates impact that lasts far beyond the workplace. 💡 “Sometimes you can change somebody’s life just by placing your hand on their shoulder and telling them you believe in them.” – Judge Frank Caprio

I remember I was heading into a board meeting when our office janitor, Mr. Ellis, stopped me. He said, "Your name tag's upside down." My first instinct? → Brush it off. → Pretend I didn't need help. → Protect my pride. Instead, I paused and said, "Thanks for looking out for me." He smiled and replied, "Doesn't matter your title. You represent all of us when you walk into that room." That single moment with Mr. Ellis's big brown eyes shifted how I viewed leadership forever. Six months later, I stood in that same boardroom, presenting a critical strategy. Not because I knew everything. But because I walked in carrying the quiet confidence that comes from respecting everyone who makes our work possible, from the janitor to the CEO. And respect carries more weight than any title ever could, regardless of the room you're in. Here's what most professionals get wrong: They think career growth is about impressing those above them. They forget that everyone, from the janitor to the CEO, sees how you really show up. They underestimate the wisdom in people that society often overlooks. But the highest-impact leaders I've coached share one trait. They lead with respect. → They treat every person like they matter. → They know trust isn't reserved for titles. → They understand influence starts with how you make people feel. That's how careers grow, not just in skill but in humanity. The C.H.O.I.C.E.® Framework makes this real: Courage: Stand for dignity, even when no one's watching. Humility: Know you're not above anyone. Openness: Learn from every voice. Integration: Turn respect into everyday actions. Curiosity: Ask people about their stories. Empathy: See the person behind the role. Here's how to start leading with respect and grow your career: ✅ Start small. → Thank someone whose work often goes unseen. → Respect is built in micro-moments that matter. ✅ Listen deeply. → Instead of dismissing someone's input, ask: → "What do you see that I might be missing?" ✅ Model humanity. → Show others how to treat people well, no matter their title. → Respect shapes culture and careers. The more senior you become, the more your treatment of junior staff defines you. Your peers judge your character not by how you handle power but by how you treat those without it. 💭 Who's someone "behind the scenes" who taught you about leadership? ♻️ Tag someone who leads with humanity. ➕ Follow Loren Rosario - Maldonado, PCC, for career coaching that's human to the core.

I've met thousands of high-ranked leaders throughout my consulting career, and there is 1 distinguishing factor that sets apart those who have achieved both: built a high-performing team but also fostered an inclusive culture within it. That factor is 👉 Intellectual Humility. Leaders who possess this invaluable trait say to me: 💬 "Oh, I didn't know about it. Tell me more." They approach every learning opportunity with curiosity, recognizing the infinite nature of knowledge. Embracing the unknown, they seek to expand their understanding and grow as individuals. Their intellectual humility drives them to actively bridge gaps in their knowledge. 💬 "Even if it's hard for me to understand, I know it's important for other people." Acknowledging diverse perspectives, these leaders cultivate empathy and understanding. They value the enrichment that comes from diversity, fueling innovation within their teams. By prioritizing the experiences and viewpoints of others, they create a culture where everyone feels valued and heard. 💬 "I see now I made mistakes in the past, and now I know how to learn from them." These leaders embrace self-reflection and vulnerability. They view mistakes as growth opportunities, inspiring their teams to embrace a culture of psychological safety. Learning from failures becomes a celebrated part of their journey, fostering a resilient environment. 💬 "We're all so different, and I will leverage this uniqueness as our superpower." These leaders not only embrace diversity but also celebrate it. They cultivate an inclusive environment that empowers each team member to contribute their talents, experiences, and perspectives. By unlocking the full potential of their teams, they foster a sense of belonging and drive collective success. 📚 Research also supports the need for such leaders: ✏ Intellectual humility predicts mastery behaviors (Porter et al., 2020) ✏ Intellectual humility is related to a growth mindset of intelligence (Schumann, 2017) ✏ Intellectual humility is associated with high levels of engagement (Meagher et al., 2020) and employee satisfaction (Krumrei-Mancuso et al., 2021) By embodying curiosity, empathy, learning from mistakes, and celebrating diversity, leaders unleash the potential of their teams. Together, they achieve new heights of collaboration, innovation, and success. ________________________________________ Are you looking for more leadership tips and DEI content like this?  📨 Join my free DEI Newsletter: https://lnkd.in/duxDH3Q7

For over 20 years, I've coached and consulted with some of the most successful leaders in the world. The world's most successful leaders all have one thing in common: They never believe they’ve “arrived.” They don't settle. They grow. They learn. Great leadership is a daily practice of learning, reflection, and growth. And the leaders who stand out the most aren’t just sharpening technical skills… they’re constantly working to become more emotionally intelligent. Here’s what lifelong learners in leadership consistently do: ✅ They study themselves first They reflect on their reactions, decisions, and impact. Self-awareness is their foundation for growth ✅ They seek feedback, even when it’s uncomfortable Emotionally intelligent leaders invite honest input because they know feedback accelerates growth and builds trust. ✅ They stay curious about people They don’t assume. They ask open-ended questions and listen. They seek to understand perspectives, motivations, and emotions. ✅ They invest in emotional intelligence skills They work on empathy, communication, self-regulation, and relationship management because leadership is about people, not control. ✅ They learn from every experience Wins become lessons. Challenges become teachers. Mistakes become fuel for improvement. Here's the leadership truth you won't always hear: The moment a leader stops learning is the moment they stop leading effectively. The leaders who make the biggest impact stay humble, curious, and committed to becoming better. They lead with emotional intelligence. Keep learning. Keep growing. Keep leading.

Most leaders aren’t destroyed by others. They’re destroyed by themselves. Here is why? They think success is about being strategically brilliant... or experts in their field... And then they fail due to missing self-awareness. Years ago, I worked with a strong executive. Sharp mind. Strong resume. Great results on paper. But his team didn’t trust him. They gave minimal input. They avoided him in meetings. He thought it was all about them - laziness, lack of ambition, wrong culture fit. He couldn’t see that the problem was him, with his dismissive, reactive, and self-centered behaviour. That's when I saw how easily success blinds us. How quickly ego blocks awareness. And how fast people stop telling you the truth when you rise. My learning until today: Self-awareness is the foundation of leadership. Without it, every other skill is wasted. Here are 10 principles to build it daily: 1️⃣ Ask for brutal feedback Don’t fish for praise, invite truth. Growth begins where comfort ends. 2️⃣ Watch your impact, not just intent Good intentions can still hurt. Measure how others experience you. 3️⃣ Listen beyond words What’s unsaid is often more important. Pay attention to body language and silence. 4️⃣ Spot your triggers Stress exposes blind spots. Know what sets you off before it controls you. 5️⃣ Separate ego from role You are not your title. People follow authenticity, not hierarchy. 6️⃣ Reflect daily 5 minutes of honest reflection beats 5 hours of excuses. Ask: “How did I show up today?” 7️⃣ Own mistakes fast Excuses destroy trust. Admission builds it. 8️⃣ Notice recurring feedback If three people tell you the same thing - it’s not coincidence. It’s your blind spot showing. 9️⃣ Test your assumptions “I think they’re fine” is not a fact. Validate before acting. 🔟 Grow with humility Leaders who think they’ve arrived stop learning. Stay curious, stay open. When leaders master self-awareness, people stop working for you and start working with you. Because self-awareness builds trust - and trust builds everything else. Remember: You can’t lead others if you can’t lead yourself. The mirror is the hardest tool in leadership. Self-awareness isn’t soft. It’s the sharpest edge you can have. ‐---‐------------------------------- ♻️ Repost this to support your network. 🔔 Follow me (Simon Koerner) for more valuable content on leadership, culture and growth.

Your first job out of college can feel overwhelming. I still remember joining IBM as a fresh grad, unsure of what to expect but eager to prove myself. While I had worked hard to earn that opportunity, I quickly realized that succeeding in your first job takes more than just technical skill. Here’s my biggest piece of advice to new grads stepping into their first role: 𝗗𝗼𝗻’𝘁 𝘄𝗮𝗶𝘁 𝘁𝗼 𝗯𝗲 𝘁𝗼𝗹𝗱 𝘄𝗵𝗮𝘁 𝘁𝗼 𝗱𝗼. Be proactive, not reactive. That one shift in mindset changes everything. Instead of just doing what was assigned to me, I started thinking about: → How can I make my manager's job easier? → What’s slowing the team down? → Is there a process that can be improved? → Can I learn from teams outside my own? 💡 I wasn’t confined by my job description- I explored! I reached out to people beyond my immediate team, set up 1:1s to learn what they were working on, and asked where I could contribute. That helped me meet incredible people like Armand Ruiz, Dr. Seth Dobrin, Priya Krishnan, Shadi Copty, and so many more! That habit of thinking beyond your role, and then sharing your thought process and actionable ideas, is what builds credibility early on. It also helps you get noticed. 🌱 Having a growth mindset was key. I didn’t wait for opportunities, I created them by showing initiative and being vocal about how I could help. 🤝 Networking inside your company is as important as networking outside. Many of the best career moves I’ve made happened because I nurtured relationships beyond my team. Don’t underestimate the power of a coffee chat with someone in a different org. If you’re just starting your career, remember: → Speak up even if you’re the most junior person in the room → Share ideas that benefit your broader org → Learn fast, ask smart questions, and stay curious → Build relationships early and intentionally → You don’t need to have it all figured out. You just need to start showing up like someone who’s ready to grow. 𝗬𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿 𝗱𝗼𝗲𝘀𝗻’𝘁 𝗴𝗲𝘁 𝗯𝘂𝗶𝗹𝘁 𝗶𝗻 𝗮 𝘀𝗶𝗻𝗴𝗹𝗲 𝗱𝗮𝘆, 𝗯𝘂𝘁 𝗲𝘃𝗲𝗿𝘆 𝗱𝗮𝘆 𝗯𝘂𝗶𝗹𝗱𝘀 𝗶𝘁. 💼 #Classof2025