Leadership and humility

While browsing, looking for some literature sources, we came across this article which piqued our interest and we share it.

THERE IS NO LEADERSHIP WITHOUT HUMILITY

in social groups it's rare to find one true leader who sins in humility. In the family, among friends, in the football team, in the work group, the true leader (who will not necessarily be the boss or captain of a team) will stand out, among other things, also for being humble at the right time.

Il leader manages to gain the trust of those around him, he will certainly be followed by friends, relatives, teammates and collaborators, if he manages to “travel” on the same plane, on the same wavelength as their own “followers”.

To do this he will have to continually listen to the group members, their requests or their proposals and above all he will have to continually question himself. In this way, in addition to acting as a guide, he will be able to cement the amalgam that a successful group needs.

It's easy to imagine, in a football team, the consequences that a tyrannical captain (but also a coach) who highlights individual mistakes with shouts and "dramatic" gestures can have on his teammates, compared to a captain who claps and encourages his team even after mistakes. disastrous, who manages to dispense advice with an arm on his teammate's shoulder. It will be obvious to imagine what the most effective leadership style is.

There are cases where the faucet of humility it should open fully!

These are those cases in which "bureaucratically" you become bosses and fall short in skills.

No, it's not about organizational injustice!

Let's imagine a newly graduated engineer, who, with his first experience, is hired as a department head in a car factory.

It is obvious that, having never entered a factory, he does not know the workers, their habits and does not technically know the type of production in the department he will have to lead.

In this case we can have two types of boss:

- The authoritarian leader (read also authority and authoritativeness) who leads the group by looking at times and numbers to "bring home" the assigned objectives, ready to reprimand and sanction workers who make mistakes;

- The “chief leader” which seeks first and foremost learn from the workers the type of work carried out in that department, who stays alongside the workers to closely observe techniques to improve and problems to solve to optimize the organization of work, listen to them!
We are talking about a leader who, in this case, “he knows he doesn't know” and who with the right amount of humility manages to "conquer" the department not as a leader, but because he manages to conquer the group on an emotional level.

Of course, effective leadership is not an end in itself, it is not only useful for the boss to obtain results and be pleased; it is essential to think about how much it can directly benefit the group, the company, the team!

For example, the results that the authoritarian leader can obtain may be immediate, but will they last over time when the group begins to no longer follow him?

What results can a demotivated group that fears or even despises their leader have?

The situation is different for a group led by a true leader.

The team will give their best because each member of the group has been recognized as having their own importance, they feel the trust of the leader and do not "fear" his judgements.

Ultimately the true leader, with a good dose of humility, manages to lead the group aiming at the heart and emotions of its members.

Taken from the blog of Stefano Carlucci