I didn’t realise I had sub-consciously been trained in my early career to always act like I had the answers, to not say I don’t know. I then moved to a different organisation, and I heard a leader say “I don’t know” in a room full of the most senior people and it nearly made me fall of my chair. I rapidly scanned the room waiting for it to implode…and guess what it didn’t, far from it.
As we advance in our careers, we think people expect us to have the answers. To a degree they do, but one of the most powerful things we can offer, to our teams, our organisations, and ourselves, is the willingness to say, “I might be wrong” or “I don’t know”.
This intellectual humility isn’t self‑doubt. It’s self‑awareness. It’s the recognition that our experience is valuable, but not infallible. And that mindset can transform how we lead.
It strengthens relationships. When senior leaders listen deeply, ask genuine questions, and show openness to new ideas, trust grows. People feel seen rather than managed.
It sharpens decision‑making. Humility invites diverse viewpoints, which reduces blind spots and improves outcomes.
It keeps us learning. The most inspiring leaders I’ve met are still curious, still reading, still asking, still evolving.
In a world that rewards confidence, intellectual humility is a quiet strength. It signals maturity, wisdom, and the courage to keep growing.
With that in mind, take time to think:
- When did you last say, “I don’t know”?
- If it has been a while, why?
- Who have you respected this week to engage with them and their position?
- What grade were they? Have you fallen into a hierarchical trap? Who did you miss an opportunity to engage with, respect and learn from?
- What balance did you strike this week between being judgemental versus curious?
- What could you do next week to shift that balance?
- How do you feel about disagreement? Do you disagree well?
- How do you promote disagreeing well within your teams? What do they need to feel increasingly comfortable to do so?
As leaders, we can show our people that we are role modelling the changes that all of us want to see. Let’s be better and be the change. Contact me via the link in the comments if you would like help to do so.
If you would like to read more articles encouraging you to think and be the change then visit https://jhcoaching.co.uk or email [email protected] if you would like to discuss.