Why do you think humility is associated with more effective leadership and outcomes?

When a person is humble he/she is down to earth. These sorts of pople are not only the best kind of humans to have around but also they make the best employees as well. This is because they do work for the best but without showing off. As mentioned in the article “Humility  is  a  core  quality  of  leaders  who  inspire  close  teamwork,  rapid  learning  and  high  performance  in  their  teams,  according  to  several  studies  in  the  past  three  years. Humble  people  tend  to  be  aware  of  their  own  weaknesses,  eager  to  improve  themselves, appreciative  of  others’  strengths  and  focused  on  goals  beyond  their  own  self-interest”.

When a person is aware of his/her own weaknesses they don’t think much high of themselves instead they work hard to overcome those weaknesses. Also such people understand deeply that like them others to have certain weaknesses so they help other employees as well in overcoming them and have a feeling of mutual respect. (TEAM, 2018)

That leads to appreciation of the strengths of others and coming up with goals that do not only benefit them but they are beneficial for the entire organization. Such behaviors means that employees are comfortable working with such a person hence, will perform better in the organization. When employees are happy and working hard for the organization the leader has been actually proved to be a good one and the outcomes are more effective.

1.Why  are  characteristics  such  as  charisma,  attention  seeking  and  persuasive personalities  being  challenged  as  drivers  of  leadership  success?

Charisma refers to the charm that some people have that inspires other people. Attention seeking means when people try really hard to attract others attention they may do this by showing extrovert or disruptive behavior. Lastly, persuasive personalities are the one that can persuade others to do or believe something through temptation. For years many people thought that these were the traits to look for in the employees however, now the situation has changed. The article states that Dr, Sherman says: “Yet  such  leaders  tend  to  ruin  their  companies  because  they  take  on  more  than  they  can  handle,  are  overconfident  and  don’t  listen  to  feedback  from  others,”  he  says. (Mungavan, 2018)

To some extent she is right because since such people are so full of themselves they hardly work for the long term benefit of the organization. Since they believe that they are the best they may not take the negative feedback seriously that means that their performance may not be the one that the management requires. Moreover the article also states  that “teams  with  humble  leaders  performed  better  and  did  higher-quality  work  than  teams  whose  leaders  exhibited  less  humility”,  according  to  lead  researcher  Bradley  P.  Owens,  who is an  associate  professor  of  business  ethics  at  Brigham  Young  University.

2.Would  you  prefer  to  work  for  a  humble  leader  or  someone  who  was  very  confident  and  boastful?    Explain your answer.

I would prefer working with a humble leader rather than with someone who is confident and boastful. This is because a humble leader will think well about me as well and will allow me to understand work well. He/she will not think low about me so if I ever make mistakes they will understand that is human nature and work together to overcome mistakes so that they don’t happen in the future. If a leader is boastful they will only care about themselves and will think that they are the best. This will discourage me because they might not be able to see the hard work that I will do for the organization.

Moreover, because of this fact they may not encourage or motivate me to work further better. This means lower financial and non financial benefits. As the article mentions that having humble leaders means that the pay gap between CEO and senior executives is low that leads to innovation, efficiency and profitability in a company. If the leader that I’m working with is humble he/she will make goals and then coordinate and work together to reach them and is most probably going to have a more democratic approach as opposed to autocratic. A humble leader is going to focus on bringing out the best in the employees in order to make sure that the resources are used efficiently in the organization so that maximum profits are created. Also, a humble leader is likely to create a comfortable working environment in the organization where two way communication will be encouraged, this environment is an ideal one for a worker’s own personal development.

Feedback will be given that actually improves worker performance to a great extent. This is because workers after getting feedback know what their strengths are and where they are lacking. When the leader is humble it creates a sort of culture in the organization, so everyone in the organization will follow that culture that will lead to better future of the company. A humble leader may also have no issues in delegating work whereas the one who is confident and boast full might not be willing to delegate more to the workers. Boastful leader is more likely to create and uncomfortable working environment where worker feel like no matter how hard they work they will never be appreciated. Demotivated workers fail to meet the objectives of the organization and grow as a person. To conclude working with a humble leader would be much better.  (Tuggle, 2014)

References of leadership 

Mungavan, T. (2018, November 2). The Best Bosses are Humble Bosses. Retrieved from https://www.linkedin.com/pulse/best-bosses-humble-thomas-mungavan

TEAM, B. (2018, October 22). Careers Counsel | The Best Bosses are Humble Bosses. Retrieved from https://www.businessoffashion.com/articles/careers/careers-counsel-the-best-bosses-are-humble-bosses

Tuggle, K. (2014, September 8). Why Humble Bosses Are Good for Business. Retrieved from https://www.thestreet.com/story/12869426/1/why-humble-bosses-are-good-for-business.html