Leadership often demands confidence, yet the most impactful leaders exhibit humility. The paradox? Too much confidence can lead to arrogance, while excessive humility might hinder assertiveness. So how do great leaders walk this fine line?

History offers cautionary tales: think Enron’s catastrophic collapse or Blockbuster’s dismissal of shifting consumer behavior. These weren’t failures of intelligence, they were failures to listen. Overconfidence left no room for critical feedback, and the result was stagnation disguised as conviction.

Have you ever been so sure of your direction that you missed, or dismissed, signals telling you to pivot?

Humility is the willingness to stay curious, to ask questions, to lead with “I don’t know yet” instead of pretending to have all the answers. Satya Nadella’s leadership at Microsoft is a masterclass in this principle. He openly acknowledged Microsoft’s past missteps and used them as a springboard for cultural reinvention. By shifting to a “learn-it-all” mindset, he didn’t just transform company culture, he invited innovation by valuing what others had to teach.

How often do we lead with curiosity? What changes when we create space for others to shape the outcome?

Practical Actions for Leaders

1. Invite Input Before Acting: Before finalizing a decision, pause and ask for one more perspective. Even if you’re sure.
   Example: You’re organizing a workplace training. Instead of assuming the timing works, you ask, “Does this time work for everyone? Is there anything I haven’t considered?” That simple question can shift things from directive to collaborative.
   
   
2. Admit When You Don’t Know: It’s okay not to have all the answers. What matters is how you respond.
   Example: A team member asks about a policy update you’re unsure of. Instead of guessing, you say, “Let me check and follow-up.” It builds trust and models a standard for accuracy over ego.
   
   
3. Make Feedback Normal, Not Formal: Feedback shouldn’t be reserved for reviews. Create space for it in everyday conversation.
   Example: After a team meeting, ask, “Was anything unclear? What could I do better next time?” Small prompts like this encourage openness and signal that growth goes both ways.
   
   
4. Share Credit Generously: It costs nothing, and it changes everything.
   Example: In a client update, instead of saying “I handled the outreach,” say, “Taylor’s follow-up helped us move this forward.” Uplifting others reinforces shared success and strengthens morale.
   
   
5. Play “What If” Before Major Moves: This doesn’t mean being hesitant, it means staying sharp.
   Example: Before introducing a new system, you ask, “What might go wrong here?” and invite others to flag blind spots. It shows confidence in the idea, and humility in implementation.
   
   
6. Own and Model Mistakes: Don’t just fix the error, talk through the learning.
   Example: You forget to include someone on an important email. Instead of quietly resending it, you say, “That was my oversight. I’ll make sure I double-check the thread going forward.” That moment invites grace and responsibility at once.

Effective leadership is rooted in the deliberate practice of holding both confidence and humility in steady alignment. Confidence gives us the courage to act; humility gives us the wisdom to listen.

Whether you’re guiding a team, mentoring a peer, or simply showing up with integrity in your daily choices, your influence matters. Leadership doesn’t require a title. It just requires a mindset.