Humble leaders create higher performing teams

Saying “I don’t know”, doesn’t signal weakness, it signals safety. Early in my career I thought the exact opposite.

When I was given a job as a management consultant, I thought I was paid to know the answer to every question that came along.

No one told me that, it was an internal reflex based on the false belief that "not knowing immediately = no value".

But that's not true.

Research shows that when people admit their limitations and take accountability to fill knowledge gaps, particularly leaders, it deepens psychological safety and trust. It signals "it's safe to not know and grow with this person".

Further studies have found humility is linked to better decision-making, stronger relationships, and lower failure rates.

When humble leadership meets high team commitment, it pours rocket fuel into a team's performance by increasing the flow of new ideas, reducing self imposed silence, and deepening supportive connections.

Working with people who make it safe to say, “I don’t know,” naturally lowers our guard. And that allows anyone to unlock the best of who they are today and accelerates the growth of who they become tomorrow.

Want to receive a free summary of these blog posts each week? Enter your details below and you’ll get an email from me with three of the most liked blog posts from the previous week.