In a world where assertiveness and charisma are still seen as prerequisites for success, humility might seem like a weakness. But true humility is far from self-effacing or submissive; it is, in fact, a profound demonstration of self-esteem. Having interviewed 50+ successful Quietly Powerful leaders, humility stands out as one of their leadership strengths.

Quietly Powerful leaders demonstrate humility as a form of strength, not weakness. They do not need to shout their achievements from the rooftops, nor do they demand constant attention. Instead, they let others have voice and allow their collective efforts and impact to shine. They know that success comes from collective efforts, and they are just one part of a large whole contributing to a shared mission. Because they do not elevate themselves above others, these leaders often build stronger, more authentic connections with others. In doing so, they inspire loyalty and commitment.

Humility vs. False Modesty

True humility is not false modesty. False modesty can show up as downplaying one’s strengths out of insecurity. Often, people mistake humility for this form of self-doubt, where individuals avoid recognition or praise because they feel they do not deserve it. Another form of false modesty is acting modest, based on the belief that one ‘shouldn’t’ come across as arrogant, often driven by the fear of being judged. False modesty with the goal of “fishing for compliments” is another expression of a need for external validation, usually associated with insecurity.  All these forms of false modesty are masking insecurity by acting small.

True humility, on the other hand, comes from a deep sense of security and self-awareness. It is a genuine acknowledgment of one’s strengths and weaknesses, without the need for validation from others or fear of judgement. As a result, people who practise true humility don’t try to hide weaknesses or things they don’t know. They can recognise their achievements without letting them define their self-worth. It allows them to lead from a place of self-assurance and authenticity. It means they will be transparent, including when they admit mistakes.

Here are some reasons why true humility is a sign of strong self-esteem and how it is a key element of strong leadership.

Humility as a Driver of Growth

A humble leader is always learning and growing. They acknowledge that no one has reached perfection and that there is always room for improvement. This willingness to grow supports the raising of self-awareness, as they actively look for their areas for development and seek out opportunities to better themselves. And as they develop, their self-esteem grows further.

In contrast, leaders who lack humility may become defensive when given feedback or avoid taking responsibility for mistakes. They may also struggle to adapt to changing circumstances because they are overly attached to their existing knowledge or may fear being exposed that they do not have knowledge in the new environment.

Humility and the Power of Listening

One of the most significant markers of humility is the ability to listen—truly listen—to others. Leaders who are humble listen to understand, not just to respond. They are open to feedback, whether it comes from colleagues, clients, stakeholders, regardless of their rank and position. This openness stems from their humble belief that they do not have all the answers, and that others have valuable insights to offer.

Listening in this way not only builds self-awareness and knowledge but also trust and psychological safety within teams. When leaders demonstrate humility by listening, it signals that they are more concerned with the success of the group than with their individual success. This form of leadership enhances team morale and engagement because people feel heard, respected, and appreciated.

Humility and Internal Locus of Control

At the core of humility is the belief that one’s worth is not superior nor inferior to others. Self-worth, therefore, does not depend on external achievements, titles, or accolades. This kind of self-esteem is internal and unshakable, regardless of whether they are in the spotlight or in the background. This inner self-worth allows them to navigate life and leadership without the need to constantly prove themselves, outperform, or outshine others.

In contrast, the lack of humility is driven by ego or insecurity seeking validation through power, titles, or recognition. Self-esteem is contingent on being seen as successful. This type of striving, which may also turn into fear of failure, can lead to toxic behaviours such as micromanagement, excessive competition, or refusal to admit mistakes.

Leaders with true humility understand that they don’t have to be perfect, and they don’t need to know everything. They are comfortable enough in their own skin to ask for help, listen to others, and surround themselves with diverse perspectives. This mindset fosters collaboration and innovation, as others feel valued and empowered to contribute.

Cultivating Humility

Because true humility requires a solid sense of self-worth, it’s not easy to demonstrate all the time. For me, it is a work in progress.

My way of reminding myself to cultivate humility is to remind myself: that I am just a speck of dust in the big universe; that I am able to make a positive contribution in my world; and that there are many other wise and positive people making their contributions in the world.

How do you cultivate humility?

The need for humility in a complex world

True humility, far from being a sign of weakness, is a reflection of feeling comfortable and secure in oneself, openness to growth, and willingness to listen and learn from others.

In today’s complex, uncertain world, leaders who practise humility not only build stronger teams but also foster innovation and long-term success by unleashing collective intelligence. Humility, paired with a deep sense of self-esteem, is indeed a quiet superpower.

Are you seeing past the bravado and appearance of confidence, spotting people with true humility as potential leadership talent?

What would happen if humility was valued and cultivated in organisational leaders?

Written by Megumi Miki, with Anna Reeve and Leigh Gassner, co-founders of Leaders who Listen. We aim to develop leaders who create a listening environment of safety and space within their organisations to enable better decision making, drive growth and innovation, enhance collaboration and inclusion, and manage risk. If you’d like to understand how your leadership team can engage in productive disagreements, contact us about our Leaders who Listen assessment tools, presentations, masterclasses and development programs.