At ArtCulture PR, we’ve learned that leadership isn’t just about holding a position of power—it’s about inspiring and enabling your team to perform at their best. Many leaders, regardless of their experience, sometimes lose sight of this essential truth.
Research from the London Business School and the University of Michigan shows that leaders often become overly fixated on outcomes and control, treating their employees merely as means to an end. This approach fosters fear—fear of missing targets, losing bonuses, or failing. Such an environment stifles positive emotions and hampers the drive to experiment and learn.
Real-Life Example: Transforming a Contemporary Art Museum
Consider our experience with a contemporary art museum. The museum was struggling with high employee turnover and declining staff engagement. Management’s focus on metrics to secure funding led to weekly meetings that centered on issues and shortcomings, leaving the team feeling undervalued and unmotivated.
We introduced a shift from this outdated model to one that emphasizes employee empowerment. Managers adopted a humble leadership mindset, asking team members, “How can we support you in enriching our visitors’ experience?” This simple yet powerful question transformed the workplace culture.
Initially, skepticism was high. Team members were distrustful, and management had to earn their trust. However, as managers genuinely listened and implemented suggestions, a positive feedback loop was created. Team members felt valued and were more willing to contribute ideas, leading to innovations that enhanced the museum’s exhibits and community engagement.
Real-Life Example: A Start-Up Art Enterprise
In contrast, we worked with a start-up art enterprise where the CEO struggled with consistency in decision-making, especially regarding financial matters. The CEO often shifted spending priorities and blamed subordinates for not meeting expectations rather than focusing on a clear business plan and staying the course. This erratic leadership style led to confusion and frustration among employees, stifling their creativity and productivity.
By introducing principles of humble leadership, we helped the CEO understand the importance of consistent decision-making and clear communication. We encouraged the CEO to actively involve employees in the planning process, asking for their input on how to best allocate resources and achieve business goals. This shift not only improved employee morale but also led to more strategic and effective use of the company’s resources.
The Power of Humble Leadership
Humble leadership is about humility, courage, and the recognition that leaders can benefit from the insights and expertise of their employees. This approach fosters a culture of learning and encourages employees to think independently and innovate.
Practical Steps for Leaders
- Ask and Listen: Instead of dictating solutions, ask employees how you can help them perform better. This approach not only empowers employees but also surfaces valuable insights that might otherwise be overlooked.
- Create Low-Risk Experimentation Spaces: Provide environments where employees can safely test new ideas. For instance, in our work with a regional theater company, leadership’s willingness to support experimental ideas for audience engagement led to a significant increase in attendance and community support.
- Show Consistent Support: Regular, unannounced visits and genuine interest in employee welfare can drastically change workplace dynamics. This was evident in our work with the contemporary art museum, where consistent, humble leadership led to remarkable improvements in exhibit quality and visitor satisfaction.
Leadership that focuses on serving employees and valuing their contributions can transform organizations. At ArtCulture PR, we’ve seen firsthand how such an approach not only improves company performance but also fosters a more respectful and empowering workplace environment. Leaders who embrace humility and prioritize their team’s growth and well-being become not just better leaders, but better human beings.