The Psychologist At Work

Continuous Learning: How to Grow and Adapt in Your Career

Fri, 02 Jan 2026 04:28:24 GMT

Continuous Learning:

How to Grow and Adapt in Your Career

Remaining relevant in the workplace is an economic necessity at its most basic level and a driver of purpose and satisfaction at its highest. As the average American worker stays in the workforce longer than ever, building a career that offers both stimulation and financial stability seems obvious. Orchestrating a harmonious blend of these qualities, however, may feel less straightforward.

Committing to ongoing development is one approach to building a career that is both satisfying and financially stable. Continuous learning can be energizing. It keeps us engaged in our work while developing valuable skills.

Today's world requires us to refine existing skills and build new ones at record speed—especially technology-related skills. According to the World Economic Forum’s The Future of Jobs Report, 2023 , “technology literacy is the third-fastest growing core skill.” This comes as no great surprise, given the rapid pace of the digital revolution.

Fortunately, plenty of online learning platforms (e.g., LinkedIn Learning, Coursera, and Udemy) are rising to the challenge. Even colleges like Wharton and Harvard now offer more accessible learning opportunities. There is no shortage of ways to rapidly reskill and stay valuable in the workforce.

But technical skills aren’t the only ones we need to develop. We also need to improve how we relate to one another and adapt to new environmental demands. These adaptive skills require emotional intelligence, self-reflection, and constructive feedback from others. They also require insight and an understanding of how we make sense of ourselves and the world. Given that the world is constantly changing, our sensemaking abilities must evolve as well. Developing these skills is more complex.

The concept of Transformative Learning was first developed in the early ’90s by sociologist Jack Mezirow. He combined theories from cognitive and social psychology, humanism, and adult development. This tapestry of ideas showed that we grow by reflecting on our experiences and revising those reflections over time. This process infuses new information into our relational framework. The broader our perspective becomes, the more effective we are in connecting with others, managing conflict, making decisions, and innovating.

These relational and perspective-taking skills are essential. Businesses don’t exist in a vacuum. They are influenced by the shifting social, political, and economic landscape. Even if your role isn’t a key driver of business strategy, your work life is affected by the changing colors of social discourse. Add to this a multigenerational workforce and the rapid pace of innovation, and workplaces feel more socially and politically divided than ever before.

A Strategy for Continuous Learning: The Adaptive Mindset

Adaptability is a critical meta-skill that shapes how we manage and update our views and thinking habits. How we think largely drives how we make decisions and behave. A commitment to lifelong, transformative learning begins with a mindset that opens us to possibilities beyond what we may have been told is impossible.

Our minds and perspectives start shaping in early childhood as we absorb messages from key caregivers. Those messages are heavily influenced by the social climate at that time. As a result, it can be easy to become trapped in a system of thinking curated by those with power and influence.

Fortunately, neuroscience research, especially on neuroplasticity, shows that we can free ourselves from these thinking patterns. We can develop our own ideas about how to live and work. We can literally rewire our thinking by absorbing new information and experimenting with new ways of doing things.

And this process is more accessible than we might think.

Tips for Growing an Adaptive Mindset

1) Focus on Learning, Not Proving

When much of our sense of accomplishment or worth depends on performance, it’s easy to get caught in a need to constantly prove ourselves. This can be limiting because it keeps us stuck in a defensive mode, protecting our status and influence. The default mode is often to prove our competence rather than to keep developing it. When this happens, we miss opportunities to meet new challenges or to be seen as integral to an organization’s mission. Our skills remain stagnant in an outdated context instead of evolving.

Instead, lean into the idea that your competence is always expanding. The changing world of work means problems, tasks, or projects will likely require skills not yet developed, so we must keep up.

Making time for continuous learning may involve formal education, on-the-job learning, or mentorship (known as the 70-20-10 rule among learning professionals). Investing energy and resources in these opportunities is one of the highest-yield steps we can take to stay competitive in the job market.

If you find yourself caught in a cycle of proving yourself to others, give yourself permission to step back. Accept that you are on a long-term growth journey rather than focused solely on today’s performance needs.

A question to consider: What am I trying to prove right now, and how is putting energy into this impacting my growth?

2) Sit with the Discomfort of New Situations

One major reason we fall into the defensive mode of proving ourselves is that change is uncomfortable. It feels safer to cling to what’s familiar and has worked before. But an adaptive mindset means being willing to experiment with new ways of doing things and staying curious about the unfamiliar.

For many, the 12-step mantra “this too shall pass” may sound cliché, but it’s timeless advice. Neither good nor bad moments last forever. When caught in change-induced anxiety, self-doubt, or irritability, it’s helpful to remember these feelings will pass. Humans are hardwired to seek balance, so we can trust our capacity to withstand challenges.

Building awareness of our responses to change is a key step toward easing discomfort. Notice the quality of your thoughts and inner dialogue. Change-related anxiety often sounds like: “This will never work,” “I don’t have the energy for this new way,” “I’m too old to change now,” or “I’ll just fail, so why try?” Also observe physical signs like muscle tension, tight chest, shallow breathing, or restlessness. Engaging in mindfulness techniques can be helpful for both building awareness and self-regulation.

Another important step is identifying what you resist. Sometimes it’s the new outcome itself, other times it’s the process to get there. Understanding this resistance is as valuable as noticing its impact.

A question to consider: What sensations, thoughts, or stories show up for me when I’m faced with change. How might I respond differently if I trusted my ability to adapt?

3) Reflect but Don’t Dwell

We often hear that we should live fully in the moment. I don’t discount this advice—being present enhances our connection with others and our ability to absorb information. But to improve future moments, it’s important to look back and learn from experience. How can we repeat success? What lessons come from failure? These productive reflections help us grow.

It’s a delicate balance—holding reflections lightly without ruminating, which often fuels anxious inner dialogue.

Avoiding reflection risks repeating old patterns, whether helpful or harmful. But having the courage to examine difficult moments accelerates growth.

If self-reflection feels uncomfortable, think of it as an objective review of the facts—what happened, who said what—without adding interpretation or extra narrative. Ronald Heifetz, a renowned scholar of adaptive leadership, encourages us to “get up on the balcony” and observe the action from the outside. This neutral perspective helps us step back from emotional reactions and see the bigger picture. Reflection often focuses on mistakes and can feel like self-judgment; try to avoid that. Be gentle and dispassionate.

And don’t forget to reflect on what went well—what can be repeated, and which qualities contributed to success.

A question to consider: If I were observing this situation from the balcony, what patterns or insights would I want to carry into my next decision?

4) Stay Open to Feedback but Remain Discerning

Reflection also involves processing feedback from others. The Johari Window is a helpful psychological tool developed in the 1950s by Joseph Luft and Harrington Ingham. It illustrates four quadrants of self-knowledge: what we know about ourselves that others don’t see (hidden area), what others see that we don’t (blind spot), what nobody sees (unknown area), and what is known by both ourselves and others (open area). This framework shows why feedback matters—and why discernment about it is equally important. No one has the full truth; we each hold pieces of it. Feedback helps us identify blind spots that might hold us back, so we need to be open and receptive. But over-reliance on feedback can erode trust in our own judgment, so feedback should be part of a two-way exchange.

Another useful concept is “projective identification.” We might know about “projection,” where our inner experience influences how we treat or interpret others. Projective identification is the other side—when we overly identify with how others behave toward us. This can be tricky because others’ behaviors and even professional feedback aren’t always clean or unbiased; this reflects human psychology and universal blind spots (and even shadows, but that’s another conversation).

Being adaptive means not taking all feedback at face value. Doing so risks surrendering our judgment and becoming governed by others’ expectations and values. Instead, be open and courageous about what others observe while discerning what supports your growth and what hinders it.

A question to consider: Which feedback helps me grow and move forward, and which feedback might I need to hold lightly while staying grounded in my own judgment and goals?

5) Be Intentional About Moving Forward

Returning to the advice to be present in the moment—this is valuable in many ways. But it’s also important to keep an eye on what comes next and what the future may bring. Too much attachment to the present can leave us feeling stuck or stagnant.

Adaptation means shifting and changing in response to environmental demands. Barriers sometimes block this process—internal ones like self-confidence, mindset, or lack of inspiration; external ones like limited resources or cooperation.

Remaining committed to finding even one small step forward—toward a goal or new way of working—can be the difference between growth and stagnation. Such small steps might include experimenting with a new process, reframing a challenge or perceived barrier, or completing a task that you’ve been avoiding.

A question to consider: What’s one small step I can take today toward my growth or goal?

Summary

Continuous learning is essential for career growth, relevance, and personal fulfillment. Beyond technical skills, developing adaptive and perspective-taking capabilities allows us to navigate change, connect with others, and make better decisions. Cultivating an adaptive mindset involves focusing on learning rather than proving, sitting with discomfort, reflecting constructively, staying open yet discerning with feedback, and taking intentional steps forward. By committing to lifelong growth, we can thrive in a rapidly changing workplace while building resilience, insight, and lasting professional value.

To explore your career options, consider reaching out for a coaching session! You can contact me directly at aeaves@adaptatwork.com . And if you have any thoughts about this note, I’d love to hear those too!

Last… ‘Notes on Life at Work’ are the thoughts of Abigail Eaves alone and do not reflect the position of any employers, past or present.

5 Ways to Future-Proof Your Career

Sat, 07 Jun 2025 19:45:29 GMT

5 Ways to Future Proof Your Career

Lately, people have been sharing pangs of uncertainty with me about the future. You’ve probably heard the same from friends, family, or colleagues.

Some are worried about the impact of tariffs, funding cuts, or regulatory changes on their jobs. Others are having second thoughts about the career tracks they were once so committed to - tracks that now feel inflexible as the world rapidly changes, leaving them boxed in or short on options.

Perhaps you're sharing the same concerns.

While these feelings of uncertainty or regret are legitimate, they don’t have to drag you down. One thing we know for sure is that things always change - it’s the speed and direction of change that’s the most uncertain. And building an adaptive career that embraces this reality is one of the best ways to prepare for future disruptions.

You may be wondering what an adaptive and resilient career actually looks like. As with most things in life, it’s not ‘one-size-fits-all’. Our careers mean different things to each of us - for some it's a series of jobs that pay the bills, while for others it's the manifestation of deeply held values and a sense of purpose.

Wherever you land, I offer the following strategies for building a career that’s satisfying and purposeful, yet pragmatic and flexible:

1) Develop an Adaptive Mindset

In nature, that which cannot adapt tends not to survive. Harsh, but true.

If you take only one thing away from this note, let it be this: a mind that’s flexible — one that can adjust course with new information, just as a sailor adjusts the sails to meet shifting headwinds — is a mind that will keep pace with whatever turbulence life sends its way.

The Chinese philosopher Lao Tzu is famed for saying: “When I let go of what I am, I become what I might be.”These are wise words to live by.

But being adaptive does not mean abandoning our sense of identity or giving up what matters most to us. Rather, it means remaining open to new ways of achieving what we want.

Being adaptive in our careers means being willing to learn new things, consider new perspectives, and staying non-attached to the status quo — perhaps even non-attached to certain outcomes.

By allowing our minds to stay flexible, we give ourselves the very best chance of discovering new opportunities. This adaptive mindset is responsive but not reactive, empathetic but not soft, flexible but not indecisive.

So, what are the characteristics of an adaptive mindset? Well, they include:

Curiosity
Willingness to experiment
Open-mindedness
Self-Awareness
Situational Awareness
Active Listening
Self-Trust
Emotional Intelligence
Flexibility

These types of soft skills, or power skills, allow us to cultivate a heightened awareness of shifting patterns and trends while empowering us to remain nimble and agile.

Being adaptive means maintaining a hopeful and positive outlook when faced with adversity — rather than curling up on the couch after losing a job, we keep moving forward, even if every step feels unsteady. Every small action toward hopefulness and positivity builds momentum. To be adaptive is to leverage our strengths to propel ourselves forward, one step at a time.

When we embrace this mindset, we are better equipped to endure challenges and withstand disruption rather than being consumed by it.

Importantly, an adaptive mindset allows us to recognize what is no longer working for us — and to let go so that we can make way for new opportunity. That often feels easier said than done – after all, when we’ve worked hard for something, we often cling to it, even if it no longer serves us. However, in a volatile and rapidly changing world, it’s easy for old strategies or approaches to become outdated.

When that happens, we must adjust our behaviors and focus our attention on new possibilities.

A question to consider: What beliefs or habits might be keeping you anchored in ‘the way things have always been’?

2) Commit to Continuous Learning & Upskilling

One of the clearest ways to stay adaptable is to commit to continuous learning. Trends, policies, practices, and technologies are constantly shifting in response to innovation, political pressures, and a changing social landscape. What once made us relevant and marketable can quickly give way to newer ideas or tools.

For this reason, investing in ongoing learning is critical. That might mean taking advanced classes in your field, joining professional organizations, or subscribing to journals to stay current with the latest developments and thought leadership.

But it might also mean retooling your professional work kit entirely.

Luckily, there are tons of ways to upskill. One of the most obvious is to explore what’s available through your employer — what learning paths are offered in-house? What tuition reimbursement programs are available? Are there groups or committees gathering to better understand emerging trends in your field? If so, join them and learn from each other’s ideas.

LinkedIn Learning is another great resource for accessing bite-sized courses that can quickly bring you up to speed on new skills, while also providing digital badges — a visible sign to employers that you’re committed to ongoing development and staying on top of your field.

If you prefer something more formal, there are accessible and affordable options beyond pursuing a full undergrad or graduate degree. Extension schools and online platforms like Udemy , Coursera , or Harvard Extension School offer certification programs that can strengthen your industry knowledge while enhancing your resume.

And if you're considering a full career change, keeping an eye on trends in fast-growing industries or emerging job categories can help you plan your next move. The Department of Labor provides up-to-date information on the fastest-growing fields, along with valuable resources for career planning.

No matter what field we work in, one thing is certain: the technologies we rely on are rapidly evolving. And yes, that applies to all types of work — from the fisherman out on the trawler to the CEO at their desk.

The tech revolution is firmly underway; technology is transforming the way work gets done. Adapting to it is no longer optional - it’s essential. Digital literacy will always be a necessary and critical competency for staying competitive in your career, even if you don’t consider yourself to be in a tech-related job. Most of our jobs are more tech-dependent than we think and will become more so over time (and faster than we think!).

A question to consider: What skills or knowledge gaps do you currently have that could limit your ability to adapt to future roles or opportunities?

3) Consider a Portfolio Career

A more strategic way to future-proof your career is by exploring the portfolio career path. Think of it as ‘not putting all your eggs in one basket’ or ‘hedging your bets.’

Portfolio careers consist of multiple roles rather than a single full-time job. They are built around your interests, skills, and talents—not tied to one specific career goal. This kind of career journey lets you pursue your passions across a variety of opportunities. These experiences also help you develop a broad range of marketable skills and expand your professional network.

For example, you might be an accountant who also enjoys teaching and giving back to the community. Your portfolio career could include part-time accounting work, teaching an accounting class at a local business school, and offering budget coaching to low-income families.

My own career is another example of a portfolio path. My experiences, interests, and education allow me to work as a full-time organization development consultant while also providing career coaching and teaching. This gives me access to a wider array of work I truly enjoy, instead of being limited to what fits within my full-time job description. It also gives me the flexibility to pivot in any of those directions if the full-time job market in my field shifts.

Traditionally, career paths were fairly fixed from a young age. Maybe we followed in our parents’ footsteps or pursued a dream role that became central to our identity—like becoming a builder, a doctor, or a teacher.

While those are perfectly valid paths, they can sometimes leave us feeling boxed into a predetermined future.

Today’s career landscape invites more creativity. You can now shape a career that reflects your unique interests and talents. The portfolio career is a perfect example—and provides the flexibility to create a custom-fit career that reflects who you are.

For some, that might look like a full-time job paired with a side hustle (or two). For others, it may mean full-time freelancing. Working freelance on projects we're passionate about can lead to more opportunity and satisfaction by building connections, diversifying skills, and creating an economic safety net.

Of course, portfolio careers can come with challenges. They require thoughtful planning around areas like healthcare, taxes, and retirement savings - and managing multiple roles demands good time management and boundaries. But even with those considerations, many find the trade-offs worthwhile for the flexibility and fulfillment they gain.

A question to consider: What skills or passions might you want to build into your own portfolio?

4) Leverage Data

Another strategic step toward future-proofing your career is to dig into the data. I know—data shows up in nearly every planning or decision-making conversation these days, and raw numbers might not spark much excitement, especially when you’re focused on building a purposeful life.

But future-proofing your career isn’t just about purpose. It’s also about pragmatism. Gaining insight into job market trends, shifts, and forecasts for the future of work helps you understand where opportunities are likely to emerge—and which skills you’ll need to access them.

Luckily, there are accessible tools that you can use to gather these insights. They include:

Yes, the data might feel a bit dry—but it gives you a solid foundation for making informed decisions about where future opportunities lie and how to focus your time, energy, and resources. Staying current with these themes gives you an adaptive edge—and that edge can lead to a more durable and rewarding career path.

A question to consider: Have you used data to challenge or expand your current view of what’s possible in your career? If not, what might you be missing?

5) Make Authentic Connections

If you're anything like me, hearing the word networking doesn't exactly spark excitement about putting yourself out there with strangers. And that’s okay—you don’t need to be a social butterfly or an extrovert to build a genuine network of meaningful connections.

The key is authenticity. Put yourself in spaces where like-minded people tend to gather and let conversation unfold naturally. Some may argue that you need to be more strategic—targeting people who can open doors for you. And yes, there's room for those moves too.

But a lasting network is built by knowing who you are, understanding what genuinely interests you, and staying open to learning from others who bring different perspectives and experiences. When you approach networking with curiosity, open-mindedness, and active listening, you not only gain valuable insights, you also make others feel heard and appreciated. And people remember that.

Reach out to people you admire in the fields that interest you. Ask them about their journey or what advice they might offer. Or suggest collaborating on a project you know they're involved in.

Networking doesn’t have to happen on a grand scale or only through platforms like LinkedIn. It can begin with community groups, local chapters of professional associations, ERG’s within your current company, or informal circles that align with your interests.

When we approach networking with the goal of impressing others, especially those with status or influence, it can feel intimidating and performative. But when our goal is simply to learn, we give ourselves permission to show up as we are—and that’s where the most meaningful connections tend to form.

These authentic connections are especially valuable for building an adaptive career—when you're in transition or pursuing something new, it's often the people who already know and trust your character who will advocate for you, open doors, and expand your circle.

A question to consider: When have I felt most energized or connected in a professional conversation—and what made it feel that way?

Summary

Future-proofing your career isn’t about predicting the future—it’s about preparing for change. By cultivating adaptability, committing to continuous learning, exploring flexible career models, and leveraging data to inform your choices, you can navigate uncertainty with more confidence and clarity. Your career path doesn't have to be linear or fixed—it can evolve just like you do. The key is to stay curious, stay responsive, and stay grounded in what matters most to you.

And… ‘Notes on Life at Work’ are the thoughts of Abigail Eaves alone and do not reflect the position of any employers, past or present.

Is Humility an Effective Leadership Skill?

looka_production_81994099 — Sat, 07 Jun 2025 19:18:39 GMT

Is Humility An Effective Leadership Sk ill?

People often find themselves in leadership roles because of their drive, self-assuredness, and strategic thinking skills. However, successful leaders demonstrate much more, such as strong relationship-building and discernment.

Traditionally, leaders have been encouraged to exude confidence and strength but, while these are vital traits, excessive confidence can become a major reason why leaders fail.

Excessive self-confidence can often overshadow fundamental leadership skills like self-awareness, communication, empathy, and even the ability to surface innovative ideas.

To be a truly great leader, it's crucial to be in tune with oneself, the team, and one's environment.

The Overlooked Leadership Superpower

In many business settings, humility is often viewed as a weakness, linked to low self-esteem. This may explain why articles on confidence appear more often than humility in popular publications like Harvard Business Review.

Yet, organizational psychologist Adam Grant (2021), advocates that humility is not about low self-esteem or a lack of confidence. Instead, humility is an essential quality that mitigates the effects of over-confidence or arrogance.

In his 2021 book, 'Think Again', Grant underscores the importance of fostering 'confident humility' to avoid the narrow and singular thinking which often results from overconfidence.

When people begin to achieve career success it’s common for them to overlook ongoing areas for growth. Previous successes can easily feed their ego and boost a false sense of competence, a phenomenon known as the Kruger-Dunning effect.

The American Psychological Association describes this effect as a cognitive bias causing individuals to overrate their skills and capabilities.

Indeed, Malcolm Gladwell (2020) - a renowned social science writer - argues that "overconfidence is the disease of experts" and suggests that leaders may

“have an estimation of their abilities that is greater than their actual abilities. That’s a very serious problem and that leads to mistakes every bit as consequential, if not more consequential than the mistakes of incompetence.”

From this perspective, humility emerges as an important skill for effective leaders. In fact, research shows that leadership humility can be a real asset to organizations!

The 4 Key Skills of Leadership Humility

In a 2022 study, I interviewed working professionals about 12 humble leaders to whom they had reported in the workplace. The aim of the study was to define humility in the context of leadership - and who better to ask than workers themselves?

Their responses surfaced four hallmarks of leadership humility:

1) Genuine interest in others

Humble leaders display a sincere concern for those around them. They attentively listen and take a proactive role in nurturing others' potential.

True curiosity and regard for others lead them to seek an understanding of the perspectives of their team members and to actively involve them in decision-making.

2) A Generous Spirit

Generously dispensing time, resources, or opportunities, these leaders were committed to making their team successful.

This aligns with other studies linking humility and generosity, such as Exline & Hill’s (2012) set of three studies that explored charitable behaviors and the motivation to be kind. They discovered that humility was a strong predictor of generous behaviors, which may be advantageous in the work setting.

Similarly, in his book ‘Givers and Takers’, Adam Grant emphasizes that generous individuals, or 'givers', are likely to garner substantial social capital and achieve greater success compared to less generous people, or 'takers'.

3) Relational Competence

Relationally competent leaders exhibit great respect toward others and maintain professional boundaries effectively. It begins with their self-awareness and a balanced relationship with power.

Relational competence, when combined with a genuine curiosity in others, can notably improve team inspiration, trust, and engagement.

These leaders excel in fostering the growth and adaptability of their team members. This also involves being self-aware, and managing power and authority effectively, while demonstrating empathy and respect.

4) Growth-Oriented Mindset

A crucial aspect of leading with humility is adopting a growth-oriented mindset. This calls for leaders to use their self-awareness and a sharp perception of others' needs to respond effectively to evolving demands, both personally and systemically.

Leaders in the study were committed to their own growth, as well as that of their team members, while remaining motivated to drive improvements in the organization at large.

Clearly, these leaders were mission-oriented, emotionally intelligent, and always exploring innovative approaches to problem-solving. They incorporated diverse viewpoints in their strategies and were willing to acknowledge and rectify their mistakes, flexibly adapting where necessary.

These leadership traits were crucial to relationship-building and improving team morale.

3 Organizational Benefits of Leadership Humility

The are several advantages of leadership humility for an organization including facilitating team cooperation, collaboration, and building trust, thereby improving business productivity.

More often than not, a humble leader is inclined to listen and factor in the ideas and feedback from their employees. This can result in enhanced decision-making processes and more innovative solutions.

Furthermore, a leadership style rooted in humility can boost morale, encourage new ideas, and increase job satisfaction.

Specifically, my interviews revealed that humility contributed to three important factors:

1) Promoting Emotional Commitment to the Organization

Emotional, or affective commitment, occurs when someone decides to stay at an organization due to a genuine enjoyment of the work and organizational culture.

Conversely, other forms of commitment might stem from apprehension towards change or economic constraints (known as normative and continuance commitment, respectively).

Emotional commitment stands out as the most preferable because it reflects a genuine enthusiasm toward the organization rather than a sense of obligation or fear of change.

2) Cultivating a Sense of Psychological Safety

Psychological safety encompasses a sense of security to embrace mistakes, seek clarification through inquiry, and openly discuss areas of uncertainty or gaps in knowledge.

The idea of psychological safety in teams was first developed by the late MIT professor, Edgar Schein and further researched and refined by Harvard professor, Amy Edmondson.

Psychological safety in teams is essential not only for job satisfaction but also for innovation.

3) Fostering Team Member Empowerment

Empowering individuals and teams shows that you, as a leader, see them as capable individuals who can autonomously make decisions and think critically. Research shows that when people feel empowered there is greater trust and productivity.

Collectively, these factors contribute to the development of a more robust and inclusive organizational culture, heightened levels of employee engagement, enhanced retention rates, and opportunities for professional advancement.

Nurturing Humility as a Leader

To build humility into your leadership style, consider the following steps based on research and feedback from study participants:

1. Eliminate Negative Behaviors - Discontinuing certain behaviors typically associated with overconfidence is a great place to start.

Focus on avoiding actions such as boasting about resources or skills, seeking attention for achievements, pretending to have all the answers, exerting authority over others, or engaging in gossip.

2. Engage in Self-Reflection - Dedicate time for introspection. Reflect on your own performance, strengths, and weaknesses.

This practice encourages self-awareness and a recognition of your limitations. It also makes you more receptive to feedback and constructive criticism from others.

3 . Embrace Mistakes and Learning - Shift your perspective on mistakes. Embrace them as opportunities for growth and learning. Be willing to acknowledge your errors and encourage your team to do the same.

This mindset promotes problem-solving and collaboration.

4. Share Credit and Value Contributions - Rather than seeking personal credit, emphasize and recognize the contributions of your team members. Acknowledge their efforts and achievements openly.

This approach fosters a culture of mutual respect and teamwor k.

5. Practice Active Listening - Develop the skill of attentive listening. Pay genuine attention to the ideas, concerns, and feedback of your team members.

This demonstrates that you value their input and are open to diverse perspectives.

6. Promote Collaborative Decision-Making - Involve your team in the decision-making process. Encourage brainstorming and collaboration when solving problems or making strategic choices.

This inclusivity empowers your team and promotes a sense of shared ownership.

7. Stay Open to Feedback - Create an environment where feedback is welcomed. Regularly seek input from your team members and be receptive to their suggestions.

This demonstrates a willingness to learn and improve.

8. Lead by Example - Model the behaviors you wish to see in your team and peers. Demonstrate humility through your actions and interactions.

Show how valuing others, admitting mistakes, and embracing continuous learning contribute to effective leadership.

9. Continuously Learn and Grow - Cultivate a growth mindset. Pursue ongoing learning and development to expand your knowledge and skills.

This not only benefits you but also sets an example for your team to follow suit.

10. Express Gratitude - Regularly express gratitude to your team members for their contributions; show appreciation for their efforts and dedication.

This reinforces a positive and collaborative atmosphere.

Remember that leadership is (arguably) a practice and effective leaders engage in consistent effort and self-awareness. By embracing these practices, you can foster a leadership approach that not only earns team members' trust but also contributes to a positive and productive culture that moves the organization forward.

Humility Pitfalls for Leaders

While there are clearly many reasons why leadership humility can make one a better leader, there are a couple of things to consider.

The research described above also discovered that employees feel humble leaders are more apt to have difficulty with open communication around feedback and timely decision-making.

Left unchecked, these tendencies can certainly derail leaders, particularly new ones. Successful leaders must have a strong sense of both their strengths and weaknesses, and have a willingness to develop new skills, even if uncomfortable.

Most team members want honest feedback so that they too can grow, develop new skills, and contribute to the organizational goals. So, being able to communicate effectively in this area is one of the key skills of a strong leader.

Similarly, while people want to feel included in decision-making, trying to please too many perspectives can render a leader paralyzed. After all, one of the most important leadership qualities is the ability to execute business strategy by leading an organization toward particular outcomes or solutions. This requires a leader to be decisive, even in the face of conflict.

While leadership humility is arguably the product of experience and a sense of security in one's leadership role and identity, there are steps leaders can take to enhance this leadership quality, even in early career roles.

Coaching is one such step. When leaders collaborate with a coach to establish achievable goals and dedicate time to their personal and professional development, their effective leadership skills grow exponentially.

Coaching holds immeasurable value in assisting leaders to develop their talents, foster introspection, discover purpose and meaning, and define achievable objectives.

And… ‘Notes on Life at Work’ are the thoughts of Abigail Eaves alone and do not reflect the position of any employers, past or present.

Sources:

Edmondson, A. (1999). Psychological safety and learning behavior in work teams. Administrative science quarterly, 44(2), 350-383

Exline, J. J., & Hill, P. C. (2012). Humility: A consistent and robust predictor of generosity. Journal of Positive Psychology, 7(3), 208–218. https://doi.org/10.1080/17439760.2012.671348

Gladwell, M. (2020). https://www.cnbc.com/video/2020/07/22/malcolm-gladwell-on-how-tohandle-an-overconfident-boss.html

Grant, A. (2021). Think again: the power of knowing what you don’t know. p.307

Schein, E. H., & Schein, P. A. (2018). Humble leadership: the powers of relationships, openness, and trust. First edition. Oakland, CA: Berrett-Koehler Publishers, Inc.