{"id":6258,"date":"2022-01-11T15:32:12","date_gmt":"2022-01-11T13:32:12","guid":{"rendered":"https:\/\/escp.eu\/thechoice\/?p=6258"},"modified":"2023-02-17T16:51:55","modified_gmt":"2023-02-17T14:51:55","slug":"is-humility-the-new-smart","status":"publish","type":"post","link":"https:\/\/escp.eu\/thechoice\/choose-to-lead\/is-humility-the-new-smart\/","title":{"rendered":"Is humility the new smart?"},"content":{"rendered":"\n

Learning from errors and mistakes seems to be the mantra of our time.<\/mark> Popular approaches like Agile, Scrum, or Lean Startup all have turned the ability to experiment and quickly learn from mistakes into a core competence for the early 21st<\/sup> Century. Studies also show that people who learn from errors are more creative, more resilient and show higher performance in volatile work environments.<\/p>\n\n\n\n

But learning from errors is easier said than done.<\/strong> From early childhood on, we are socialized to avoid making mistakes. Remember the red marks in school? So many people become defensive when something goes wrong and avoid talking about it. The fear is too great to look stupid or to be blamed for making the mistake. As a result, we rather analyse successes than failures, which hinders the learning from mistakes.<\/p>\n\n\n\n

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Humble people see value in errors and the information that they provide for their own learning. This gives them an edge over others.”<\/a><\/p>\n<\/blockquote>\n\n\n\n

But there is hope. In a piece of research I co-published recently<\/a>,<\/em> my colleagues and I discovered that people who effectively learn from mistakes share one common characteristic: humility.<\/mark> Humility is a willingness to view oneself accurately, a displayed appreciation of others\u2019 strengths and contributions, and teachability.<\/p>\n\n\n\n

But why are humble people more effective at learning from their mistakes? Humble people are willing to see themselves accurately and appreciate feedback.<\/strong> Errors and mistakes provide feedback on one\u2019s own actions. So humble people see value in errors and the information that they provide for their own learning. This gives them an edge over others.<\/p>\n\n\n\n

Are you interested in improving the learning from mistakes in your firm by fostering some more humility? Here are three evidence-based tips:<\/p>\n\n\n\n

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  1. Create a positive attitude towards humility<\/strong><\/li>\n<\/ol>\n\n\n\n

    The attitude towards humility is the degree to which people view humility as something good or desirable.<\/strong> If we see something as good, it is also likely that we will engage in related behaviours. Unfortunately, in today\u2019s daily language, humility is often associated with negative aspects such as low self-esteem or inferior sense of worth.<\/p>\n\n\n\n

    Challenge this laymen\u2019s view by explaining why humility is actually a character strength or even a virtue.<\/mark> Leadership scholars have provided compelling evidence that humility is related to CEO performance. And it gets better. CEO humility translates into organisational performance by creating an empowering work environment. This is why some suggest that humble leaders make the best leaders<\/a>.<\/p>\n\n\n\n

    You want to go even further? Philosophers have long held humility as a meta-virtue that is foundational to other virtues such as courage, wisdom and forgiveness. <\/strong>Also, humility has been related to Aristotle\u2019s Golden Mean<\/a>, Buddhism\u2019s Middle Way<\/a>, and Confucianism\u2019s Zhong Yong<\/a> (Doctrine of the Mean).<\/p>\n\n\n\n

    So there seem to be compelling reasons to re-think how we view humility.<\/mark> <\/p>\n\n\n

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    1. Establish cultural norms which favour humble behaviours<\/strong><\/li>\n<\/ol>\n\n\n\n

      Social norms have a strong influence on how we behave.<\/mark> Social norms guide people in what behaviours are expected. Yet, in many firms humility is unlikely to be among the highest held cultural norms.<\/p>\n\n\n\n

      You can foster relevant cultural norms by praising behaviours which are associated with humility. <\/strong>Praise employees when they actively seek feedback, even in a critical situation. Honour people when they acknowledge the strengths of others. And support people who are eager to learn new things. This way, you indicate to others what the cultural norm should be.<\/p>\n\n\n\n

      Also, highlight employees who are role models. <\/strong>For instance, you can establish a value award with which you honour employees who demonstrate humility. Of course, this also means that you should be a role model yourself. Openly admit when you do not know something, or when you need help and appreciate the contributions of others. Beyond modelling humility, such tiny phrases have been found to empower people around you.<\/p>\n\n\n\n

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