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8 Reasons Why You Should Not Be Too Humble At Work

8 Reasons Why You Should Not Be Too Humble At Work

Everyone has always seemed to know about the power of arrogance. It wasn’t uncommon for people to brag about their accomplishments during first time introductions. However in today’s society, we have lost the power of humility. No one likes a show off, especially in the workplace. As a result, people who make the long hard journey to success are very frequently reminded to remain humble upon arrival.

Our society has come to believe that humility, confidence and hard work make a winning recipe for personal achievement. Yet, I know many confident, humble and hardworking people who are still to achieve the goals and dreams they have set out to accomplish. This is because there is a big difference between being arrogant and having a sense of arrogance about yourself. Those whose actions leave us in awe are very aware of this difference.

Culturally, we have warped the idea of having arrogance with so many negative connotations that it is often synonymous with pride, vanity or egotism.
We all have an arrogance. It is the one thing that makes you seemingly irreplaceable. It is your passion or action; the one thing you do extremely well. Your arrogance is the value you add to society. It is what makes you indispensable. While self-esteem describes a person’s overall sense of self-worth or value,
humility is truly an asset to have, but too much of it can turn in a liability.

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And for starters, there are eight reasons why you should not be too humble at work and why you need arrogance, not confidence, to boost your self-esteem.

1. Being humble has different meanings and perceptions

Different people have different meanings and opinions on humility. To be successful in the workplace, it would do you good to understand the perceptions of others on the subject. Being humble is a good trait to have; however in today’s aggressive business market; it may leave people thinking you are timid, shy or just a push over.

2. Too much humility can often down play the powerful experience of positive affirmation

Many successful managers have been found to use the power of positive affirmation to motivate their teams. When you receive a compliment for something you have done very well, you secrete several feel good hormones. These are the same hormones Kobe Bryant and LeBron James secrete every time they make amazing plays on the basketball court. If someone cautioned you to be humble right after you set a new personal record for yourself in the gym, or as a runner you run further than you ever thought you possible could, would that not leave a sour taste in your feel good moment?

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Humility is a good trait to have. But at work, too much of it can down play the experience of receiving good and positive feedback.

3. No one will know your value

Often times in our humility, we simply expect our actions to speak for us. We assume that if we just stay focused and work hard, we wouldn’t have to fuss about how good we really are. This old way of thinking simply leaves your chances of success up to luck. If you are too humble, people may not know what real value you bring to the organization. Sometimes you might have to use your words to create opportunities for your actions.

4. You may not know your value

If I asked what your arrogance is, what would you say? What is the one thing you do so well that makes you irreplaceable at your workplace? And I don’t mean your job description. Humility can sometimes leave you passing through life in contentment, never truly expressing the skills and qualities that make you unique.

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5. People love humble people sometimes for all the wrong reasons

While it is sad, it is also true. If you have too much humility in the workplace, people might be compelled to take advantage of you. Don’t be so humble that you find yourself with longer hours and soul drenching workloads. Don’t let your humility turn into resentment.

6. No one is born with humility, it is a conditioned behavior

No one is born humble. Humility is a trait we are taught. It is how you are supposed to fit in and be normal. However if you are looking to succeed in life, you can’t just be normal. In any given 24 hour day, you will probably work 10-12 hours. Developing a sense of arrogance in your work is important, because what you do will take up half your time.

7. You may end up being labeled a follower

Too much humility may have you tagged as someone not ready to lead. Effective leaders don’t just have to make tough and unpopular decisions, they also have to be willing to take full responsibility for the consequences of those decisions. If you are too humble at your job, people may simply feel you are not ready for such pressures.

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8. Humility may affect your earning power

Negotiation is a skill set that leaves no room for humility. You know what your are worth and you are not afraid to ask for it. In my career, I have seen too many people accept lower wages out of humility. They are simply too scared or just too grateful to demand appropriate compensation for their arrogance. It is highly unlikely that you will get what you deserve if you show up armed with humility and too much confidence to a job interview.

The purpose of this article is not to downplay the importance of humility. In the right context, it can be a powerful tool. Like the ancient Chinese Yin –Yang philosophy, I believe the two can actually complement each other. You need a little humility in your arrogance, just like you may also need a little arrogance in your humility.

Featured photo credit: http://www.suhaibwebb.com/islam-studies/mariam%E2%80%99s-character-a-commitment-to-modesty/ via suhaibwebb.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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