The difference separating good leaders from great ones is how they inspire, motivate and lead their teams.
Good leaders set clear goals, communicate effectively and recognize contributions. Great leaders do these things too, but they also focus on leading their businesses by first leading themselves and their teams well. Great leaders demonstrate genuine humility, communicate with empathy and envision a compelling future that positions their team for success.
At the same time, great leaders are open to regular feedback and care for their team’s well-being and development. They understand that a trusted, motivated, engaged team drives sustainable performance.
In essence, great leaders balance humility with ambition, practicing “humbitious” leadership.
Humbitious Leader DNA
The humbitious concept first made waves in the business leadership world in 2011, when Harvard Business Review published an article about successful leaders who were humble and ambitious.
Humbitious leadership fosters an environment where everyone can contribute to a shared vision and thrive.
When combined, these two superpowers—humility and ambition—can lead to influence and impact. We will explore what being humbitious means and why this is so important.
The First Superpower: Humility
Often debated, humility is recognizing your limitations, being open to feedback and valuing others’ contributions. Practiced this way, humility in leadership is a strength and has been proven to positively impact business performance aspects, team dynamics and personal growth.
A study published in 2016 in the Academy of Management Journal highlighted leaders who were willing to learn, could admit not knowing an answer and were likely to compliment others on their strengths. Leaders exhibiting these traits achieved significantly higher levels of collaboration, performance, engagement, retention, growth and innovation.
These findings highlight humility’s significant role in enhancing team performance and business impact. In fact, the same study reports:
- Leaders who demonstrate humility are linked to a 34% increase in team collaboration and cohesion.
- Teams led by humble leaders exhibit a 23% improvement in performance metrics compared with those led by less humble leaders.
A Journal of Applied Psychology study found humility in leadership positively affects team member engagement and satisfaction:
- Team members reporting to humble leaders are 32% more engaged in their work.
- Humble leadership results in a 25% lower turnover rate, indicating higher team member retention and job satisfaction.
According to Journal of Management research, humility in leadership correlates with overall organizational success:
- Companies with humble CEOs experience a 16% higher rate of organizational growth.
- Humility in leadership is associated with a 22% increase in company profitability and market share.
The Harvard Business Review also reported on the relationship between humility and innovation within organizations:
- Teams led by humble leaders are 29% more likely to engage in innovative practices and generate new ideas.
- Humility fosters a culture of open communication, leading to a 24% increase in the successful implementation of innovative solutions.
These statistics highlight humility’s profound impact on leadership effectiveness and organizational success. Humility fosters a collaborative and supportive work environment, encourages innovation and significantly boosts team member engagement and satisfaction.
The Second Superpower: Ambition
Ambition is a fire in the belly that keeps leaders striving for greatness. Ambition drives leaders to set high goals, pursue excellence and inspire their teams to achieve more than they thought possible. Ambitious leaders have higher levels of personal satisfaction, exponential leadership success, increased team member engagement and higher organizational performance.
The American Psychological Association published findings on personal development, showing ambition’s impact on individual growth:
- Ambitious individuals are 50% more likely to pursue advanced education and training.
- Ambitious individuals report 30% higher personal satisfaction and fulfillment levels in their careers.
Another Harvard Business Review study states ambitious leaders are more likely to achieve higher levels of career success. According to the study:
- 60% of the most successful leaders demonstrate high ambition levels.
- Ambitious leaders are 40% more likely to be promoted to senior management positions than their less ambitious counterparts.
Gallup’s research revealed ambition in leadership significantly boosts team member engagement:
- Teams led by ambitious managers report 20% higher job satisfaction.
- Team member turnover is 30% lower in organizations with ambitious leaders, indicating better retention and workplace morale.
Research by the University of Pennsylvania shows companies’ financial performance is closely tied to the leaders’ ambition levels:
- Organizations with highly ambitious leaders achieve a 35% higher return on assets (ROA).
- Ambitious leadership is linked to a 25% increase in stock market valuation over a five-year period.
The study findings underscore the significant role ambition plays in driving success at the individual and organizational levels.
Ambition fuels growth, innovation and resilience, making it an indispensable trait for effective leadership.
Finding Intentional Balance
The magic happens when leaders balance these two superpowers: humility and ambition. Think about leaders in your life who demonstrated humbition:
Past Leaders:
- Can you recall a humble leader?
- What about an ambitious leader?
- What about a leader who balanced, or struggled to balance, both?
- How did their humility or ambition (or lack thereof) affect the team’s morale and performance?
Current Leaders:
- What signs of humbitious behavior do you see in your current leadership?
- How does this influence your work environment and your performance?
Humbitious behavior separates the good from the great. Great leaders are both humble (with low ego) and ambitious (with high drive).
The Humbitious Assessment
Our first step in Leadership Coaching is to assess your leadership skills by determining your humbition level. Try this self-assessment to find out whether you balance humility and ambition.
Rate yourself on a scale of 1 to 5 (1 being “not at all” and 5 being “absolutely”) on the following statements:
Humility Assessment
- I actively seek feedback from my team and peers.
- I acknowledge when I don’t know something and seek help.
- I regularly recognize and praise others’ strengths and achievements.
- I am open to changing my mind when presented with new information.
- I prioritize the team’s success over my own personal gain.
Ambition Assessment
- I set challenging goals for myself and my team.
- I am driven to continuously improve and achieve more.
- I encourage innovation and taking calculated risks.
- I work hard to overcome obstacles and achieve our goals.
- I am focused on long-term success and sustainability.
Scorings
If you scored above 20 in humility and below 20 in ambition, you may need to set more challenging goals for yourself and your team.
If you scored above 20 in ambition and below 20 in humility, focus on building a culture of learning and recognition within your team.
If you scored between 20 and 25 on both, congratulations! You are on your way to humbitious leadership.
Harness the Power of Humbition
Reflect on your leadership style. Do you lean more toward humility or ambition? How do you develop these qualities if they do not come naturally to you?
Let’s dive into some strategies to cultivate humility and ambition in your leadership style.
Cultivating Humility
- Seek feedback regularly: Make asking for team and peer feedback a habit. This will help you grow and show your team you value their input.
- Practice gratitude: Regularly acknowledging others’ contributions fosters a positive team environment and keeps your ego in check.
- Admit mistakes: Do not be afraid to admit when you are wrong. This builds trust and respect within your team.
- Stay curious: Always be willing to learn and grow. The more you know, the more you realize how much you do not know.
Cultivating Ambition
- Set big goals: Challenge yourself and your team with ambitious yet achievable goals.
- Celebrate wins: Recognize and celebrate your team’s successes. This keeps the momentum going and encourages a culture of excellence.
- Encourage innovation: Foster an environment that welcomes new ideas and takes calculated risks. Innovation is key to long-term success.
- Stay focused: Keep your eyes on the prize. Do not let setbacks derail you from your long-term vision.
The lesson here is clear: Humbitious behavior separates good leaders from the great. The need for humbitious leaders has never been more significant in the business world. Are you ready and humbitious enough to lead well?
To learn more about humbition, seek out author Amer Kaissi’s Harvard Business Review article “Are you ‘Humbitious’ enough to lead?” Alternatively, read Kaissi’s book “Humbitious: The Power of Low-Ego, High-Drive Leadership.”
Kim Lisiak Fraleigh is the director of leadership development at Lippert. She serves as a leadership coach, trainer and trusted advisor to develop leaders from the front line to the executive.
