The Power of Humility
Humility is often misunderstood—but it’s one of the most powerful strengths a leader can have. Some may see it as a weakness, but in reality, humility shows true confidence, emotional intelligence, and self-awareness.
Humble leaders:
Build trust by admitting mistakes and learning from them
Create a culture where team members feel safe to speak up and contribute
Give credit where it’s due and don’t seek the spotlight
Stay open to better ways of doing things—even if it means changing course
At the Decatur Police Department, humility is a key part of coachability. A humble leader doesn’t pretend to have all the answers. Instead, they listen, learn from others, and empower their team. It’s not about being less confident—it’s about knowing that real success comes from working together.
Self-Assessment:
The Power of Humility
Please take a few moments to answer the following self-reflection questions. Where can you identify opportunities for personal growth in your leadership and coachability?
Do I actively seek input from others, or do I assume my approach is always best?
When I receive a suggestion, do I genuinely consider it, or do I dismiss it too quickly?
Am I comfortable admitting when I am wrong, or do I feel the need to defend my decisions?
Do I give credit to my team for successes, or do I focus more on my own contributions?
How often do I ask for feedback on my leadership and truly listen to the responses?
Do I approach new challenges with a learning mindset, or do I feel pressure to already have the answers?
Have I ever hesitated to ask for help because I did not want to seem less capable?
How do I respond when someone with less experience has a good idea? Do I encourage them, or do I feel the need to establish my authority?
Use this self-assessment to evaluate how effectively you use questions in your role. Reflect on your responses, identify areas for growth, and seek feedback from a trusted mentor or colleague to strengthen your leadership and communication.
“True humility is not thinking less of yourself; it is thinking of yourself less.”
Confident leaders don’t need to prove themselves. Instead, they focus on bringing out the best in others. They build trust, encourage teamwork, and create a work environment where everyone feels respected and valued.
A humble person doesn’t need to be the loudest voice or the one with all the answers. They make sure the right people are supported, well-equipped, and recognized for their contributions. They admit when someone else has a better idea and step aside when it benefits the team.
What Happens When a Person Lacks Humility?
They struggle to delegate because they believe they have to control everything.
They take credit instead of recognizing the work of their team.
They resist letting others step up, which limits growth and leadership development.
When leaders are more focused on getting recognition than giving it, the team feels overlooked. Over time, officers may stop speaking up, stop offering solutions, and stop pushing themselves—because they feel their efforts go unnoticed. Great leaders don’t just lead—they lift others up.
Humble Leaders:
Ask for input because they respect the insight of their peers.
Own their mistakes and give credit where it’s due.
Lead by example and encourage others to grow and lead too.
Balancing Confidence and Humility
Being confident doesn’t mean being unapproachable or always having to be right. The best leaders balance confidence and humility. Confidence gives you the ability to act decisively and take responsibility. Humility keeps you open to learning and focused on team success—not personal status.
Empowering your team takes effort. Humble leaders share responsibility, delegate important tasks, and let others shine. Whether it’s encouraging a junior officer to brief at roll call or recognizing someone’s good call on the street, those small actions build confidence and trust.
Scenario: Leading with Humility in a Tough Moment
You’re a lieutenant at the Decatur Police Department. During a team debrief, your sergeant, Officer Marcus, brings up an error in front of the group:
“Last week’s overtime schedule caused confusion in coverage. I think we could’ve avoided that if the roster had been reviewed more closely before finalizing.”
You remember being rushed that day and signing off quickly. Now, the mistake is out in the open.
What’s the best leadership response?
Choose the Most Humble Response:
A) “We adjusted, and it worked out. These things happen—we have to stay flexible.”
B) “Marcus, I don’t think this was a big deal. We handled it. Let’s move on.”
C) “You’re right. I signed off too quickly, and that’s on me. Let’s talk about how we can catch this earlier next time.”
D) “I was juggling a lot that day, and honestly, others could’ve caught it too. It wasn’t just on me.”
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Why Choice C is the Best Response?
A and B downplay the mistake and avoid ownership. That weakens trust.
D shifts blame. Even if others could’ve helped, pointing fingers doesn’t solve the issue.
C is the most humble and effective choice. It takes full responsibility and moves the team toward a solution. That kind of leadership builds trust and encourages accountability across the unit.
The Takeaway
Humility doesn’t mean you’re weak—it means you’re strong enough to own your mistakes, open to feedback, and committed to leading by example. In policing, where trust and accountability are everything, humility is what sets great leaders apart.
“It is amazing what you can accomplish if you do not care who gets the credit.”
Sergeant Daniels had built a reputation for being sharp, decisive, and always in control. But during a chaotic multi-agency operation, he misread a situation and gave a directive that nearly compromised officer safety.
When the dust settled, instead of deflecting blame or hiding behind his rank, he called a team meeting and openly admitted his mistake. He said, “I missed something, and I need your help to make sure it doesn’t happen again.”
The room was silent—then one by one, officers began speaking up, not to criticize, but to offer solutions. That moment shifted the culture. Daniels’ humility didn’t weaken his authority; it strengthened it. It gave his team permission to be honest, to speak up, and to grow.
For police officers, humility is more than a personal virtue—it’s a leadership strength that fosters trust, teamwork, and accountability in the line of duty.
What impact did Sergeant Daniels’ humility have on his team’s willingness to speak up?
Why do you think admitting mistakes is difficult in high-responsibility roles like policing?
How does humility strengthen—not weaken—leadership in law enforcement settings?
What are small, everyday ways police officers can practice humility in the field or at the station?
Humble leaders strengthen their teams by listening, staying open to new ideas, and giving credit where it’s due. It’s not about being soft—it’s about being real, grounded, and focused on what helps the team succeed.
Best Practices for Humble Leadership in Policing:
1. Listen More, Talk Less
Effective leaders don’t dominate the conversation—they listen first. In roll call, debriefings, or one-on-ones, make space for others to speak up.
Don’t interrupt. Focus on hearing the full perspective before responding.
Ask, “What do you think we could have done differently on that call?” or “What’s your take on the situation?”
Summarize what was said to confirm you understood before offering input.
2. Be Honest About Your Limitations
You don’t lose respect by admitting you don’t have all the answers—you earn it. When leaders own their gaps, it sets the tone for learning and accountability across the team.
Say, “I missed that detail. Good catch—thanks for pointing it out.”
Share what you’re working on: “I realized I need to give more clear direction, so I’ve been checking in with the team more regularly.”
3. Give Credit Where It’s Due
Morale rises when officers feel seen and appreciated. Highlighting team wins builds trust, pride, and motivation.
During shift briefings, call out solid work: “That situation yesterday could’ve gone sideways. You handled it with professionalism and calm under pressure.”
When reporting outcomes, say: “This wasn’t just my call—this team made it happen.”
4. Balance Authority with Approachability
You can lead with confidence and still remain open. That’s what earns respect—not just your badge or title.
Involve officers in the process: “Here’s the direction I’m leaning based on our input—any concerns I should be aware of before we move forward?”
Roll out new procedures with transparency: “This change is based on what we’ve been hearing from the field. Let me know if anything’s unclear.”
5. Model Accountability When Mistakes Happen
Nobody gets it right all the time. When leaders admit errors, it reinforces that accountability applies to everyone—no exceptions.
Say, “I made the wrong call on that assignment—I didn’t see the full picture. I’ll take responsibility and make adjustments.”
When a decision doesn’t go as planned: “Here’s what I’ve learned and what I’ll do differently next time.”
Reflection Questions for Police Leaders:
“Do I highlight others’ contributions as much as my own?”
“Have I ever held back from asking for help out of fear it would undermine my authority?”
“When someone challenges my thinking, do I listen openly or get defensive?”
In law enforcement, humility isn’t weakness—it’s strength in leadership. It builds stronger teams, deepens trust, and creates a culture where people aren’t afraid to grow, speak up, and support each other.
The best leaders know it’s not about being the loudest voice in the room—it’s about bringing out the best in others. By leading with humility, you make space for learning, honest dialogue, and shared success.
Enhance your understanding of The Power of Humility by reviewing the following resources. Take this opportunity to enhance your leadership effectiveness and expand your influence within the department and community.
The Importance of Humility in Leadership—and How to Embrace It
Why Humility is Essential to Effective Leadership With Jocko Willink (6:42)
Council Post: Balance Ego And Humility To Be A Better Leader
Lead with Humility (2:28)