Myth Busting: You Don’t Have to Be a Humble Leader—You Have to Be a Visible One

Many leaders find themselves unconsciously adopting corporate myths based on traditional mindsets. Ideas like “leaders should be humble,” “leaders should prioritize being ‘real’ with their teams,” and “leaders (particularly women) should avoid coming across as ‘bossy’ when giving directives” can be taken out of context rather than approached more strategically.

With so many mixed messages about leadership tactics, what’s the best approach? In terms of women’s leadership, one barometer we use at SHAMBAUGH Leadership is confirming whether a particular strategy truly supports women’s empowerment. I’m not talking about soft power methods here, but the hard, more strategic power that requires women to step into their leadership, claiming the influence and strength they possess.

For my next two posts, I’ll share some thinking points that women can leverage in key areas to break through outdated traditional mindsets that are mostly myths. Here are the first three:

Myth: “Leaders Should Be Humble”

Reality: You Don’t Have to Be Humble—You Have to Be Visible

A trend emerged over the past decade encouraging leaders to be humble as part of their leadership style. While this may work in some cases, women in particular need to avoid taking this idea too far, since it may cause them to be perceived as less powerful and decisive. Humility is overrated in the workplace; what’s more important is to hone your leadership visibility. Women leaders need to stop waiting for others to recognize their contributions and start making sure they’re seen by leveraging strategic self-promotion.

Part of the “humble myth” is that women leaders shouldn’t “brag”—but showcasing your strengths and accomplishments isn’t bravado, it’s strong leadership. Get comfortable with being visible—for example, by guiding a team brainstorming session by sharing a successful strategy you leveraged, or calling out some of your key contributions when requesting a higher salary—if you want to get ahead.

“Leaders Should Be Authentic and Real”

Reality: Authenticity Is Overhyped—It’s About Being Relatable, Not Just Real

One challenge every leader faces is deciding what strategy to use when creating a personal brand. What do you want to be known for as a leader, and how do you want others to experience your leadership style? When considering these questions, beware of taking the concept of “authenticity” too far—especially if your version of it involves oversharing personal negatives.

Everyone’s obsessed with authenticity as a corporate catch-phrase these days, but here’s a hot take: it’s not just about being real—it’s about being relatable. Women leaders need to tell their stories in ways that resonate with others, but that doesn’t always mean only sharing your struggles. When striving to be authentic, err on the side of sharing your successes in ways that inspire others.

“Women Need Mentors”

Reality: Mentorship Is Overrated; It’s Sponsorship You Really Need to Get Ahead

Let’s be real: mentorship is nice, but sponsorship is the game-changer. The difference is that while mentors offer coaching and career guidance, sponsors offer to actually leverage their own leadership power and influence on your behalf.

Women don’t need more advice; they need people who will fight for them, open doors, and give them visibility. If you’re only seeking mentors, you’re selling yourself short. Don’t wait for a sponsor to offer to champion you. Be proactive by not only doing the work that will interest potential sponsors, but then reaching out to prospective sponsors in your organization and industry, and asking them for their sponsorship support.

Each of the myth-busting realities above should help women move off of their Sticky Floors and hidden behaviors that sabotage their career success, and instead create a legacy, ensuring women leaders are here to stay. I’ll share four additional myths and realities in my next post.

If you’d like to expand your strategic leadership skills and capabilities, get in touch with us at info@shambaughleadership.com.

Visit SHAMBAUGH’s offerings on Executive Coaching, Leadership Development, Coaching and Development Programs for Women, Keynotes, and Fireside Chats. 

Rebecca Shambaugh is President of SHAMBAUGH Leadership, Founder of Women in Leadership and Learning, and author of the best-selling books It’s Not a Glass Ceiling, It’s a Sticky Floor and Make Room for Her: Why Companies Need an Integrated Leadership Model to Achieve Extraordinary Results.