Grand Canyon NUR 674 Working With Leader Who Makes You feel More Important
Grand Canyon NUR 674 Working With Leader Who Makes You feel More Important
Grand Canyon NUR 674 Working With Leader Who Makes You feel More Important
DQ1 Have you ever worked with a leader who made you feel that you were more important than the leader? How did this make you feel? What were the circumstances? What was the outcome? If you have never experienced this kind of treatment from a leader, imagine what it would be like. Based on your response, explain how displays of humility by a leader exemplify servant leadership. Are these displays important in other types of leadership? Are displays of humility required to make someone else feel more important than you? Explain your answer.
DQ2 Staff development and evaluation is an essential leadership function. Discuss the necessary elements of effective staff development and evaluation techniques, including leadership characteristics. What role does humility play in staff development and evaluation? Provide an example.
HUMILITY IN LEADERSHIP FEEDS OVERALL EFFECTIVENESS
Charismatic leaders tend to focus on personal advancement, humble leaders tend to focus on team performance and guiding their employees. Effective leaders are willing to admit mistakes, share credit, and learn from others. Humility in leadership also leads to higher rates of employee engagement, more job satisfaction, and lower rates of turnover.
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Humility is broadly defined as 1) self-awareness, 2) appreciating others’ strengths and contribution, and 3) openness to new ideas and feedback regarding one’s performance. Leaders who are humble have a better grasp on organizational needs and make better informed decisions about task performance. They are also better able to ask for help than their charismatic counterparts. What’s more is that humble leaders help to foster a culture of development with their employees by legitimizing learning and personal development. Humility also encourages cultures of openness, trust, and recognition, which are important precursors to success.
Humility in leadership does not imply the absence of ego or ambition. Rather, humble leaders are better able to channel their ambition back into the organization, rather than use it for personal gain.
IDENTIFYING HUMBLE LEADERS
The challenge in finding and developing effective leaders is in their identification. Charismatic, or highly emergent, leaders easily stand out from the crowd and their likability masks more important characteristics of performance. Humble, and typically more effective, leaders may fly under the radar and be passed over for hiring or promoting. Building selection and development programs that overcome personal biases and focus on objective indicators of success can help identify these low flyers. Organizations can benefit from the use of psychometric testing and 360° evaluation tools to counteract subjective factors by developing a data-driven approach that ensures organizations recognize and promote those who will be effective and humble leaders.
In this video, Dr. Robert Hogan discusses the importance of humility in leadership and how Hogan Assessments is preparing to help organizations across the globe to identify future leaders who are humble, competent, and effective.