Humble Leadership Skills

🎣 “They didn’t even cc me.” Yumi, a senior marketing director, discovered her billion-dollar product had been repositioned without her. Eighteen months leading the project. Then, overnight, it reported to someone else. 🧊 She didn’t mess up. She wasn’t underperforming. She just wasn’t.... there. Not at the executive offsite. Not at the Friday “golf and growth” circle. Not at the CEO’s birthday dinner, her peers casually got invited to. 🏃♀️ She was busy being excellent. They were busy being bonded. 🍷 When she asked her boss about the change, he looked puzzled: “You’re usually aligned with the bigger picture, so we assumed it’d be fine.” 🧩 Translation: Yumi was predictable and available, but not powerful enough to be consulted. Women are told to “build relationships.” Men build alliances. Women maintain connections. Men maintain relevance in power circles. It’s not who likes you. It’s who says your name when you’re not in the room. 🕰 And let’s be honest: the real decisions about budget, headcount, and succession are made off-the-clock and off-the-record. 📌 How do you stop getting edited out of influence? 1. 🗺 𝗧𝗿𝗮𝗰𝗸 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗼𝘄𝗲𝗿 𝗺𝗮𝗽 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗼𝗿𝗴 𝗰𝗵𝗮𝗿𝘁    the shadow organization. Who gets early previews? Who influences without title? Write it down and update it monthly.     2. 📣 𝗔𝘂𝗱𝗶𝘁 𝘆𝗼𝘂𝗿 𝗻𝗮𝗺𝗲-𝗱𝗿𝗼𝗽 𝗰𝗼𝘂𝗻𝘁    If three senior leaders haven’t mentioned you this month, you’re invisible to power. Fix it with pre-wires, brief wins memos, and sponsor loops.     3. 🏛 𝗧𝗮𝗸𝗲 "𝗪𝗼𝗿𝗸" 𝗼𝘂𝘁 𝗼𝗳  “𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴”    Skip passive panels. Show up where strategy happens: QBRs, investor briefings, offsite planning, cross-functional war rooms. Ask to observe; then add value.     4. 🔁 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗯𝗮𝗰𝗸𝗰𝗵𝗮𝗻𝗻𝗲𝗹 𝗼𝗻 𝗽𝘂𝗿𝗽𝗼𝘀𝗲    Recurring 1:1s across functions to co-design plans, not “catch up.” Influence travels faster sideways than up.     5. 🚨 𝗕𝗲 𝘄𝗵𝗲𝗿𝗲 𝗮𝗯𝘀𝗲𝗻𝗰𝗲 𝗵𝘂𝗿𝘁𝘀    If you vanished for two weeks and nothing stalled, you’re not central enough to promote. Attach your work to decisions, not tasks.     🧨 If this feels raw, it’s because it is. Brilliant women are being rewritten out of their own stories, not for lack of performance, but for lack of positioning. 🎤 That’s why Uma and I are hosting a live online workshop on the 2nd. Oct: 👉 𝗛𝗼𝘄 𝘁𝗼 𝗕𝗲 𝗦𝗲𝗲𝗻 𝗮𝗻𝗱 𝗛𝗲𝗮𝗿𝗱 𝗮𝘁 𝗪𝗼𝗿𝗸 A practical session to help you build strategic visibility, engineer sponsorship, and get your work into the rooms where decisions are made. 🔗 Join here: https://lnkd.in/g3sec2pN 🚪 Come if you’re done waiting to be recognized. Or let them “assume you’d be aligned,” too....

“I Want a Michelin Star.” That’s what I keep hearing from young cooks. Over and over. Not, “I want to feed people.” Not, “I want to master my craft.” Not even, “I want to run a great kitchen.” Just: “I want a Michelin star.” And honestly? That breaks my heart a little. Because somewhere along the way, we stopped valuing the work and started worshipping the recognition. The star is a result, not the reason. It’s not what makes you a great chef — and it sure as hell doesn’t make you a good one. What makes a good chef? Showing up every day ready to learn, not to be famous. Taking pride in clean cuts and clean plates. Knowing that the dishwasher is just as important as the sous. Feeding 300 people in a night and caring about every single dish. Leading with respect, not ego. Cooking food that makes people feel something, even if it’s just comfort after a hard day. The star doesn’t make you. And it won’t save you. It won’t stop burnout. It won’t teach you how to lead. It won’t teach you how to give a damn about people. If you chase only the star, you’ll miss everything that actually matters. So, to the young cooks: Don’t aim for stars. Aim for mastery. Aim for humility. Aim for impact. Aim for a life in food that’s real, not one that just looks good on paper. The best chefs I’ve known never needed a star to prove anything. They are/were the standard. #DearYoungCooks #ThisIsTheWork #ForgetTheStar #EarnTheRespect #CookWithPurpose

The best leaders don’t lead with ego. They have empathy. I once worked with someone who didn’t say much in meetings. But when you spoke, he looked you in the eyes and listened like you were the only person on earth. One afternoon, he paused a meeting because he noticed a junior team member across the room had gone pale. “Are you okay?” he asked. She wasn’t, because her father had been admitted to hospital. He didn’t hesitate. He cancelled her work for the rest of the day, approved her paid leave, and made sure she was supported. And still the project was completed a week later, with more trust from everyone in the room. That’s empathy. Not weakness. Not soft skills. But the deepest strength a leader can offer: ⇀ To see the human being not the human 'resource'. ⇀ To value the person, not just their results. ⇀ To create safety, not just strategy. In the quiet moments, when no one’s watching, real leaders show up. They read the room and know when to push or pause. Results are still important, but people build the results and empathy builds the people. What do you think? Has empathy shaped the way you lead, or how you've been led? I’d love to hear your thoughts in the comments. If this helped you, please repost. You may make a difference to someone’s journey. ------- Follow Jonathan Maharaj FCPA for more insights on accounting, finance and leadership. Book a Clarity Session with me: https://lnkd.in/gyiqCWV2 📌 Liked this post? I’m sharing my own financial management breakdowns on my free newsletter Financial Freedom. Don’t miss out, subscribe here: https://lnkd.in/gYHdNYzj

It's Okay to Say "I Don't Know!" Whether it’s an interview, a job, or even managing relationships, admitting "I don't know" is not a sign of weakness—it’s a mark of honesty and humility. Far too often, I’ve observed candidates in interviews beating around the bush instead of directly admitting they don’t know an answer. Similarly, leaders sometimes fabricate responses when they’re uncertain, risking credibility and sounding unprepared. Through my journey of over 10 years as a trainer and facilitator, I’ve learned an invaluable lesson: when you don’t know something, it’s perfectly fine to admit it. When a participant asks me a question I don’t have the answer to, I humbly acknowledge it and promise to get back to them after researching and yes, I do get back too.  💡Here’s the truth: admitting "I don’t know" doesn’t diminish you—it elevates you. It shows integrity, willingness to learn, and respect for others. Few suggestions to embrace this learning mindset: ☑️Acknowledge Without Excuse: Simply say, “That’s a great question. I don’t know the answer right now, but I’ll find out.” ☑️Commit to Follow-Up: Make it a point to share the answer after learning. This builds trust and credibility. ☑️Model Learning Behavior: As a leader, being honest inspires your team to value curiosity over perfection. ☑️Reframe the Fear: See “I don’t know” as an opportunity to grow, not a failure. When GPS doesn’t know the way, it recalibrates—it doesn’t pretend to know and lead you astray. Similarly, admitting uncertainty allows you to find the correct path. As Socrates said, “The only true wisdom is in knowing you know nothing.” When we embrace this, we open ourselves to endless learning and growth. Let’s normalize saying, “I don’t know—yet!” #Leadership #GrowthMindset #LearningMindset #Honesty #PersonalDevelopment #Learning

Stand firm in your beliefs AND be willing to consider different perspectives. This is Assertiveness. When you are assertive, you state your needs and opinions without dismissing or belittling others. An assertive person is not aggressive. They are clear, honest, and respectful in their communication in all aspects of their life- personally and professionally. An assertive person doesn't back down from their values, but neither do they force their beliefs on others. Instead, they engage in a respectful dialogue where different viewpoints can coexist. To some, this might seem like a contradiction...but it's not. Not when you understand the role of listening. Listening plays a crucial role in resolving the apparent contradiction. When you genuinely listen to others, you show that you value their perspective, even if it differs from your own. This doesn’t mean you have to agree with them, but it does mean you acknowledge their right to their own beliefs. If you decide to go with your own beliefs instead of adopting the ideas of those around you, you won't damage your relationships as long as you demonstrate effectiveness assertiveness skills. Many of my leadership coaching clients choose to work on their assertiveness. It is important for them because assertiveness is strongly linked to trust and respect and a leader who is not trusted or respected cannot lead effectively. Trust is built when people see that you are consistent and fair in your communication. If you only push your agenda without considering others, you might be seen as aggressive or domineering. Conversely, if you never stand up for your beliefs, you might be perceived as weak or indecisive. Showing assertiveness with respect for others builds trust, showing that you are confident yet considerate. The first steps with my clients always involve working on self-awareness as it is the foundation of assertiveness (and emotional intelligence). It's difficult to be assertive if you don't know what you truly believe in and what you really need. It's also challenging if you not in touch with or in control of your emotions. For this reason, there are three actions I recommend starting with: ✴ Reflect on your emotions ✴ Understand your needs and values ✴ Recognize your triggers Moving on from this, we use a cycle of practice, reflection and feedback to develop over time. Assertiveness is a skill that CAN be fully developed with time and effort. While it's entirely possible to improve on your own, working with a coach can significantly accelerate your progress and effectiveness. Let me know if you need any help. Always happy to chat ☕ #assertiveness #personaldevelopment #professionaldevelopment #leadershipskills #communicationskills

If people hold back their real opinions, you miss what could make you better. If no one challenges your thinking, your ideas stop evolving. In these cases, you need confident humility. I know, I know, it sounds like an oxymoron. but hear me out... Asking for feedback, advice, and new perspectives from a place of confidence can improve your work, sharpen your judgment, and help you grow. This is especially important in complex, uncertain and diverse environments where people bring different expertise, lived experiences, and communication styles. In these situations, having openness to look for feedback and advice is what allows your good thinking and work to get better. You are looking for input from others because you want greater understanding. When this is combined with confidence in what you do know, it makes you more CREDIBLE and respected because you show commitment and a willingness to dig deeper. 🔎 A simple habit to build this skill: - Ask for input, early, consistently, and from a place of confidence in wanting to learn more (not insecurity). - Ask authentically and specifically, around what you would benefit from knowing. For example “Given your knowledge of ABC, what’s something I could have approached differently?” or “I have deep knowledge of A but not B, what might I be missing in how I framed that for B?” When practiced regularly, this habit improves your performance and reshapes how others experience working with you. Professionals who lead with this type of confident humility tend to: ✅ Surface better ideas through collaboration ✅ Reduce defensiveness in high-stakes conversations ✅ Strengthen trust, especially across lines of difference ✅ Adapt more quickly in unfamiliar or shifting contexts In a world where no one sees the full picture alone, humility keeps you learning when it matters most. #Humility, #Feedback, #ProfessionalGrowth, #Collaboration, #SoftSkills, #ContextualAgility Skiilify

5 Ways to Lead With Humility (without losing your authority) No huge ego required. No perfect track record needed. Just the willingness to keep learning while elevating others in the process. Accurate Self-Assessment ❌ Overestimating your abilities ✅ Evaluate your strengths and weaknesses honestly → Leaders who know themselves can grow themselves. Others-Focused ❌ Hogging the spotlight ✅ Champion the contributions of your team → When people feel elevated, they elevate others. Open to Ideas ❌ Dismissing feedback ✅ Invite input—then act on it → It doesn't matter "who is right," it matters "that it's right." Acknowledge Mistakes ❌ Avoiding blame at all costs ✅ Own your errors and make it right → People are impressed by your strengths, but they connect to your weaknesses. Gracious in Defeat ❌ Shifting blame or sulking ✅ Congratulate others and self-reflect → Humility in challenging moments shows true character. Remember: A humble leader isn't weak, they are strong. Humility: - Builds authentic relationships - Encourages open communication - Lays the foundation for long-term success Humility isn’t a weakness, it’s a leader’s secret strength. Do you agree? #leadership #humility #management

We’re often encouraged to exude confidence - standing tall, making eye contact, and presenting ourselves with assurance. At the same time, we’re told to avoid arrogance and not let our ego take over. But where’s the balance? From my experience, the most successful individuals are those who let their actions speak louder than words. They don’t need to boast or flaunt their achievements. Their work and behaviour make the statement for them. In contrast, those driven by ego often struggle to maintain a positive mindset. They find it hard to bounce back from setbacks and may face alienation due to their attitudes. The ego can create barriers, making it difficult to connect with others and sustain genuine relationships. Ultimately, ego-driven behaviour can be isolating and counterproductive. Confidence is essential - it fuels our drive and helps us move forward. However, an inflated ego can hinder our progress and undermine our relationships. Understanding the distinction between confidence and ego, and managing them wisely, is what truly differentiates the exceptional from the ordinary. Remember, it’s not just about how you present yourself, but how you let your actions and character shine. Stay confident, stay humble, and let your results do the talking.

Silence is not the absence of thought or engagement. It is often the incubator of great ideas. As someone who is naturally more reserved and quiet, I've often stumbled to speak in meetings, especially early on in my career. The louder voices tend to dominate the room, creating an intimidating environment where contributing feels akin to entering a yelling contest. Over time, I moved past this by developing my own strategy including preparing points beforehand, gathering my thoughts before speaking, writing detailed notes and sending them out after meetings, and asserting myself in a calm manner that felt natural to me. I wanted to write this post as a reminder for those who often hold the metaphorical microphone, to make room for the quieter voices in meetings. These individuals, often younger or part of minority groups typically bring unique observations, shaped by their distinct experiences. You can make meetings more inclusive by: 1. Establishing Company Meeting Norms: This can involve setting expectations for how meetings are conducted, including scheduling, setting agendas, participant list, rules of engagement and making it a must to distribute relevant information in advance, allowing everyone to come prepared. This also makes them more efficient ;) 2. Assigning a Facilitator: It's useful to have a designated person for each meeting to ensure smooth operation. They take on this role to ensure different opinions are heard, notes & action items are taken, and overall, that the meeting runs both efficiently and effectively. This role alternates between meeting attendees, and creates a collective sense of responsibility. 3. Creating Space for Silence: Instead of rushing to fill every moment with words, allow moments of silence after prompts and issues/challenges are presented. This gives people a chance to process information, formulate their thoughts, and contributes to a less pressured environment, often allowing for a more conclusive conversation. How do you include quieter voices in your meetings/team discussions? Share your strategies below! 👇🏼

At 25, I Became a People Manager… and My Team Had More Experience Than I Did When I was 25, I was hired into my first people management role. Exciting, right? But there was one problem: my team consisted of people older and far more experienced than me. The authority of my title only went so far, and I quickly realized that I couldn’t lead with my position alone. I knew that I couldn’t command respect simply because I was the manager. These were professionals who had seen it all. What I needed was their buy-in, not just their compliance. That’s when I learned one of the most important lessons of leadership: Lead through influence, not authority. Here’s how I made it work: 1. I built trust: I didn’t pretend to know more than my team. Instead, I showed respect for their expertise and made it clear I was there to support them. That transparency built trust. 2. I listened more than I spoke: Instead of telling people what to do, I spent a lot of time listening—understanding their perspectives, challenges, and ideas. Listening helped me find common ground and solutions. 3. I empowered my team: Instead of micromanaging, I actively sought their opinions and encouraged them to make decisions. They felt trusted and, in turn, delivered results far beyond my expectations. 4. I used my strengths to solve their pain points: As I listened, I started identifying areas where my own skills could help address their challenges—whether it was streamlining a process or providing a new perspective. By leveraging my abilities to make their work easier, I gained credibility and became someone they trusted to support them in meaningful ways. By leading through influence, I was able to turn potential resistance into strong collaboration. #Leadership #Influence #Trust #PeopleManagement #TeamCollaboration #ProfessionalGrowth #Empowerment #ActiveListening #LeadershipDevelopment