The Best Leaders Balance Confidence with Humility.
31 May 2026 | 5 minute read
The strongest leaders don't choose between confidence and humility. They lead with enough confidence to make difficult decisions and enough humility to keep learning, listening and bringing others with them.
Confidence gets you heard. Humility makes people listen.
This month, we’re digging into the paradox that makes leaders magnetic; confident enough to act, humble enough to listen.
In high-stakes change, the temptation is to pick a lane. Go bold and barrel forward. Or go cautious and consult widely. But the most effective leaders know it's worth trying to find the middle ground.
Here are five ways to find that balance; and lead with both backbone and heart.
#1: Show your human side
Confidence isn't swagger or having it all together. True confidence is leading even when you’re not 100% sure. Some of the best leaders I’ve coached admit they’ve had to lead teams through decisions while thinking quietly: “this could all go sideways.”
Try this: In your next team check-in, name one thing you don’t have the answer to yet. Maybe it’s a direction you're still testing. Maybe it's a decision you’re sitting with. Maybe it's a mistake and you're still learning how to correct it. Own it out loud. Let people see that being experienced or senior doesn’t mean being perfect or bulletproof.
Insight: people follow what feels real and authentic. Vulnerability breeds trust. And trust is rocket fuel for high performance.
#2: Ask more, tell less
Yes, you're paid to decide. But your best ideas? It's unlikely you came up with them on your own. Confident leaders don’t need to be the smartest voice, they know how to unlock the wisdom of others.
Try this: In your next meeting, replace a statement with a genuine question:
“What’s a perspective we might be missing?”
“What would it look like if we flipped our current approach?”
Then pause. Resist the urge to jump in. Let the silence do some heavy lifting. Your team will speak up given the chance.
Insight: curiosity doesn’t undermine confidence. It strengthens it because you’re secure enough to not have all the answers.
You’re paid to create better outcomes, and that comes from asking better questions.
#3: Celebrate team wins
Confidence loves the spotlight. Humility knows when to pass the mic. When leaders take the credit, teams switch off. But when leaders shine a light on others, performance lifts across the board.
Try this: Think of a recent moment someone on your team quietly stepped up: solved a challenge, held the fort, made something better. Name it. Tell the story. Share how it made you feel; yes, feelings. Not just the results. Was it pride or happiness, or maybe even relief. Naming emotions shows your human side and reminds people that their impact matters on a personal as well as an organisational level.
Insight: culture is built in moments like these. Recognition is fuel. Especially when it’s specific, timely, real and heartfelt.
#4: Ask for feedback before the sh#t hits the fan
Confidence says “I’ve got this.” Humility asks, “Could I be doing this better?”. Don’t wait until things are off the rails to ask how you’re doing. Great leaders build feedback loops before they need them. That’s not weakness, it’s foresight.
Try this: ask a peer or team member: “what’s one thing I could change that would help us work better together?” Then just say thanks. No caveats. No defence.
Insight: feedback is a leadership goldmine. But only if you’re open enough to hear it when it whispers, not just when it shouts. Remember, the feedback you get early will reduces drama later.
#5: Stay grounded in success
Celebrate the win. Pop the champagne. Then, come back to earth. Success can make you sloppy if you don’t pause to understand why it worked.
Try this: after a big moment or win, run a quick debrief. Ask:
“What exactly helped us succeed?”
“What do we need to carry forward and protect as we grow?”
Make it a habit. Build your success muscle, not just your success story.
Insight: success can create complacency or possible future blind spots if you don’t stop to look around and take the learnings along the way. Recognising the patterns will help you grow and learn faster.
So, where do you naturally lean: confidence or humility? And what would it look like to stretch into the other this month?
Your growth edge probably lives there.
Key Takeaways
Leadership confidence is strengthened—not weakened—by authenticity and humility.
Curiosity and thoughtful questions create better decisions than always having the answers.
Recognising the contributions of others builds trust, engagement and stronger organisational culture.
Regular feedback helps leaders improve before small issues become significant problems.
Reflecting on success prevents complacency and strengthens future performance.
Executive influence grows when leaders combine decisive action with genuine openness to learning.
The most respected leaders balance confidence with humility to create trust, resilience and sustainable performance.
Frequently Asked Questions
Why is humility important in leadership?
Humility allows leaders to listen, learn, seek diverse perspectives and adapt their thinking. It strengthens trust, improves decision-making and encourages others to contribute openly without fear.
Can leaders be both confident and humble?
Yes. The most effective leaders make confident decisions while remaining open to feedback, acknowledging uncertainty and recognising they don't have all the answers. Confidence and humility are complementary leadership strengths.
How does confidence influence leadership?
Confidence creates direction, builds trust during uncertainty and helps leaders make timely decisions. Genuine confidence comes from clarity, preparation and purpose rather than certainty or ego.
Why should leaders ask more questions?
Asking thoughtful questions encourages broader thinking, surfaces valuable perspectives and improves decision quality. Leaders create stronger outcomes by drawing on the collective intelligence of their teams.
How does recognition improve team performance?
Meaningful recognition reinforces positive behaviours, strengthens engagement and builds a culture where people feel valued. Specific and timely recognition increases motivation far more effectively than generic praise.
How can leaders continue growing after success?
Successful leaders regularly reflect on what contributed to positive outcomes, actively seek feedback and remain curious about how they can improve. Continuous learning prevents complacency and strengthens long-term leadership effectiveness.
About Louise
Louise Zawada is an executive coach, change strategist and leadership mentor based in Perth, Western Australia.
She works with senior leaders and executive teams navigating complex organisational change, helping them close the gap between strategy and execution by strengthening executive judgement, reducing leadership friction and improving the quality of conversations that drive performance.
Her work spans mining and resources, government, infrastructure and corporate organisations, where she coaches leaders to make better decisions under pressure, build trust through uncertainty and lead change with greater confidence and clarity.
Louise is the creator of the Leadership Friction framework and writes regularly on executive judgement, organisational legibility and the behavioural evidence that determines whether strategy becomes action.
If you're leading significant change and need a trusted thinking partner, connect with Louise or book a conversation.