Monday 12:00pm

One?study of the attitude of the CEO ?revealed that executives who exhibit this mindset perform substantially better in regard to employee engagement and empowerment.

Leadership with humility is a key factor in creating an environment of growth, innovation, and cooperation.?Research conducted by Catalyst ?throughout six nations found caring leadership as the primary element of inclusion.?When people feel valued and valued, they will go the extra mile for their team.?If they feel valued and valued, they are more likely to think creatively.?If leaders are considerate and respect their team members the spirit of collaboration is born.?Additionally, when you demonstrate the desire to learn and fill in your own gaps Your team will be eager to learn and improve.?In this kind of environment complex problems - ones that require an open exchange of ideas and expertise are more likely to have a greater chance of being resolved.

In her piece on the importance of humility in The Washington Post, Ashley Merryman describes this very well:

"True humility," scientists have discovered, occurs when one has a clear assessment of their strengths and weakness and is able to see all this from the perspective of the bigger picture.?He is a part of something much greater than what he is.?He is aware that he's not the sole source of all things.?And he's both grounded as well as empowered by this understanding.?Recognizing his talents He asks himself how he can help.?Recognizing his weaknesses He asks how could he improve."

In light of this my current message is about?how to be humble' (which is also a fundamental aspect of The Godrej Way) Particularly in relation to leadership.

Although in the business world it is tempting some to view humility as a weakness, however, humility doesn't mean you are insecure, uncaring, or indifferent.?It is, in fact,?the highest degree of self-awareness and openness to new ideas, and determination to improve.?Humility isn't a sign of weakness; it's quite the opposite in actuality.?Humility-based leaders have genuine confidence in their own capabilities to avoid the need to boast and bluff or even to be dominant over their team.?They're willing to recognize the limitations of their own abilities and admit to mistakes.?They appreciate the contributions of others and take care of their teams by giving those with opposing opinions a fair chance to be heard and sharing the joy of accomplishment, or going above the scope of responsibility during times of stress.?On the other side of the spectrum of humility is arrogance and the constant desire for praise They are unavoidable characteristics in everyone, but most notably in leaders.

In the Godrej Way, we define"Humble" as:

• We acknowledge our mistakes as well as learn from the lessons of our failures
• We want feedback.?Then, we grow.
• We offer credit in all places where it is it is due

How can you begin to foster a culture of humility and self-respect, and also within your team??Here are some ideas:

1.?Get your hands dirty

When you are in a high-pressure and urgent circumstance, you should be prepared to step in and get the job done which must be accomplished rather than ranting about it or overburdening your team.?Pick up your phone and meet with the vendor, talk to a client, and stand with your team when they're working late acting with humility implies that every job is above your level of pay.?Your team members should know they're in the same boat.?Leaders who exceed expectations inspire those around them to follow suit.?While building trust and improving morale, you'll get a better understanding of the challenges that face your team.

2.?Encourage honest feedback

A great place to start to increase self-awareness is to do a 360-degree review.?Shashank Shekhar offered some amazing views on this in an earlier?blog article ?in the year 2000.?You don't need to wait until your mandatory organizational process is in place.?Look for ways to get frequent reviews in conversations with colleagues and teams.?According to John Dame and Jeffrey Gedmin describe in Six Principles for Developing Leadership Humility, which was published in The Harvard Business Review, this practice pays off in two different ways.

"It will show you how your personal perception differs from what others perceive of your leadership.?(And in leadership, perception is the reality.)?This gives you useful training in taking feedback and then using criticism to create a plan for development and growth."

3.?You should celebrate your team's achievements more than you do your own

It is important to acknowledge the contribution of your teammates whenever things go according to plan.?Turn the spotlight away from you toward them and recognize the crucial contribution each person makes.?When things go wrong you should, on the other hand, try to put the blame on yourself.?Honest leaders accept less than their fair share of the credit and even more than their share of responsibility.?Is that not a little grumpy??It's true that you could miss out on the joys of self-congratulation and praise, but you'll earn the respect and trust of your staff.

4.?Change mistakes into learning opportunities

Recognizing that you've made a mistake isn't easy particularly when it's not your intention to cause the staff to be less than you.?However, this is an essential lesson that all leaders must master.?Being willing to admit your mistakes increases your standing with the people who collaborate together.?Consider this logically Who would be able to appreciate someone who blames others for their mistakes, or sweeps them under the carpet??In contrast, when you admit to your mistakes and state that you have learned from them, you empower your team members to be the same.?Make sure that your personal growth story encourages others who surround you.

5.?Don't try to be an expert

Believing that you've got every answer, or that you've heard them all before, can lead to you becoming seem arrogant and intellectual.?You'll view the new information as a danger instead of an advantage because you're worried about being seen as ignorant.?The "intellectually humble", however, accept ambiguity, which is the norm in the business world of today.?They are incredibly curious to know more and are open to new information and ideas.

In reality, as an executive, you're not required to know the best solution right away.?Your job is to bring together your knowledge, gather pertinent data, and finally choose the most effective method of action.?Make room for other people to share their expertise.?John Dame and Jeffrey Gedmin give this wonderful tip:

"Resist "master of all universes" desires.?You might excel in one area however as a leader, you are in essence a generalist.?You should rely on those with relevant experience and qualifications.?Be aware of when to delegate or defer."

6.?Let your mind wander and open your ears!

Do you dismiss any opposing ideas or alternatives while insisting on the fact that you "know what's best"??Being humble means recognizing that your suggestion might not in fact be the most intelligent idea in that room.?Therefore, put your self-confidence behind you and try to really pay attention to what the others on your team have to have to say.?Have a dialogue, not a debate: engage, ask questions, get details, and elicit suggestions.?The goal isn't to achieve one win at a time, but to create an overall win for the whole team (and as a result the whole organization).?Making it clear that you value their opinions is an important step in creating a welcoming atmosphere that is open to innovation and new ideas.

7.?Encourage your team members to be empowered

Alongside sharing the joy as well as sharing the glory, you must delegate responsibility and make decisions.?Empowerment is the key element of successful leadership, so ensure that you encourage the development and success of your staff members.?This may be taking time to mentor young talent and encouraging them to accept more difficult tasks, and letting your team make their own decisions.?Beware of the temptation to control the team: leadership with humility is about selecting capable individuals, fostering and training them, and letting them go about their job.?It is essential to trust that your team will be able to do their job well and not be constantly watching at their shoulders and wondering if you could have done it better.?Decentralization of authority and demonstrating trust can go in the direction of improving the morale of your team and increasing productivity.

A final note?to remember: it is essential not to show humility.?I've seen many individuals who appear docile in front of their bosses.?However, when confronted by colleagues as well as in the front of team they present a totally different side.?If you're self-centered or are only concerned with your own agenda sooner or later people will notice your character.?Be aware it is all about putting the needs of others and the organization first in the way you think, speak and act.

Therefore, take the time to consider whether you're able to recognize your weaknesses and get suggestions.?Share the credit for your successes, and also learn to accept responsibility when things fail.?If you don't have humility, you can't improve your skills.?Make it a habit to think about these questions often: how tolerant are you actually??Do you feel comfortable apologizing when you're not right??Do you practice gratitude?

As always, I am looking at your opinions.