Leadership Traits: The Role of Humility in Effective Leadership for Christians in Public Leadership

Introduction

Effective leadership is crucial for the success of any organization or community. In the context of public leadership, Christian leaders are called to serve others with humility and prioritize the interests of others over personal gain. This paper argues that humility is the necessary foundation for effective leadership for Christians in public leadership. While traits such as integrity, authenticity, communication skills, adaptability, and emotional intelligence are complementary for effective leadership, traits like narcissism and remoteness are not desirable for Christian leaders in public leadership. Positive traits can positively influence decision-making through the lens of the Rational Actor or Rational Choice models, while negative traits can negatively influence decision-making.

Rational Choice

The rational choice approach is a useful framework for understanding leadership decision-making in complex situations, as it assumes that individuals make decisions based on rational calculations that maximize their self-interest. This approach assumes that leaders weigh the costs and benefits of different options, and choose the option that provides the greatest net benefit. This can be particularly helpful in understanding how leaders make decisions when faced with multiple competing interests or limited resources.

However, the rational choice approach has limitations when it comes to explaining the social and psychological factors that influence leadership behavior (Zyuzev, 2022). For example, leaders are not purely self-interested individuals, but are also influenced by social norms, values, and ethical considerations. These factors may lead leaders to make decisions that are not solely focused on maximizing their own benefit, but also take into account the needs and interests of others.

Leaders may not always have complete information or the ability to accurately predict the outcomes of their decisions. This can lead to imperfect decision-making, where leaders may choose suboptimal options or make mistakes. Moreover, leaders may also be subject to biases and cognitive limitations that can impact their decision-making, such as overconfidence or confirmation bias.

It can also be argued that the rational choice approach does not account for the complex interplay of emotions and social dynamics that can shape leadership behavior (Brennan & Brooks, 2014). Leaders may be motivated by a sense of duty, a desire for recognition, or a commitment to a particular vision or ideology. They may also be influenced by the emotions and reactions of their followers, as well as by the broader social and cultural context in which they operate. Thus, future research should consider combining rational choice theory with other theoretical frameworks to provide a more comprehensive understanding of leadership (Brennan & Brooks, 2014).

Still, the rational actor and rational choice models are relevant to the thesis because it provides a framework for understanding how leaders make decisions in complex situations. The theory posits that individuals make decisions based on rational calculations that maximize their self-interest, which is often the case for leaders who are trying to achieve certain goals or objectives. It recognizes that leaders have limited resources, such as time and money, and must make choices that prioritize their goals and objectives. This is particularly relevant in complex situations where leaders must weigh multiple options and consider various factors before making a decision. Leaders are expected to be logical and rational in order to guide effectively. The point that Brennan and Brooks (2014) help to make, though, is that other perspectives can explain effective leadership as well. To that end, this thesis posits that humility is a necessary foundation for rational leadership.

Importance of Humility

Humility is the quality of having a modest or low view of one's own importance or abilities. It involves recognizing one's limitations and weaknesses, and being open to learning from others (Morris et al., 2005). A humble person does not seek to promote themselves or their own interests, but rather, they prioritize the needs and interests of others. Humility is often associated with traits such as selflessness, honesty, and openness, and is valued in many cultures and religions as a virtue.

Humility is a desirable trait for a leader because it allows them to connect with and understand the people they are leading. When a leader is humble, they are more likely to listen to the ideas and opinions of others, and they are less likely to make decisions based solely on their own ego or self-interest (Morris et al., 2005). Humility enables leaders to recognize their own limitations and weaknesses, and they are more open to feedback and constructive criticism. This means that they can continuously learn and improve, which is important for effective leadership.

It also promotes a culture of trust and respect among team members, as it encourages leaders to treat everyone with dignity and humility, regardless of their status or position within the organization (Newstead et al., 2021). This fosters a sense of collaboration, and team members are more likely to work together towards a common goal when they feel that their contributions are valued and respected.

In Public Leadership

Public leaders hold positions of power and authority, which can sometimes lead to a sense of entitlement or a lack of accountability. However, when leaders exhibit humility, they are more likely to prioritize the needs and interests of the people they serve, rather than their own personal gain. This is because humility allows leaders to recognize that they are not infallible, and that their decisions can have real consequences for the lives of others (Sindane, 2011).

Furthermore, when leaders exhibit humility, they are more willing to admit their mistakes and take responsibility for them. This promotes accountability and transparency, as it shows that the leader is willing to be held accountable for their actions and decisions. It also demonstrates a willingness to learn from mistakes and to make changes to prevent similar mistakes from happening in the future.

In contrast, leaders who lack humility may be more prone to making decisions based on their own self-interest or agenda, rather than considering the impact on the people they serve. They may also be less willing to admit their mistakes or take responsibility for them, which can lead to a lack of accountability and transparency.

Here are some examples of how humility can be applied in public leadership:

1. Admitting mistakes: A leader who exhibits humility would be willing to admit when they have made a mistake and take responsibility for their actions. For example, a political leader who makes a controversial decision that is met with backlash from the public could admit that they were wrong and explain how they plan to rectify the situation.

2. Seeking input from others: A leader who exhibits humility would be willing to seek input and advice from others, rather than assuming they know best. For example, a city council member who is considering a new policy could seek input from community members and experts to ensure that the policy is informed by a variety of perspectives.

3. Prioritizing the needs of others: A leader who exhibits humility would prioritize the needs and interests of the people they serve,...

For example, a leader with a strong sense of integrity may prioritize honesty and transparency in decision-making, even if it means short-term costs or difficulties. In contrast, a leader with a weak sense of integrity may prioritize their own interests or those of their organization, even if it means sacrificing the well-being of others or violating ethical standards.

Similarly, a leader with a strong sense of empathy and compassion may prioritize the needs and preferences of others when making decisions, while a leader who lacks these qualities may prioritize their own interests or those of their organization, even if it means ignoring the preferences or well-being of others.

Character can also inform the decision-making process itself by shaping the way leaders weigh the costs and benefits of different options. For example, a leader with a strong sense of moral values may weigh ethical considerations more heavily when making decisions, while a leader who lacks such values may prioritize financial or strategic considerations above ethical ones (Stowell, 2014).

Therefore, overcoming negative traits is essential for effective leadership (McIntosh & Samuel Sr, 2007). Negative traits like narcissism, arrogance, and dysfunction can clearly hinder effective leadership. Effective leadership requires self-awareness, humility, and a willingness to confront one's own flaws McIntosh & Samuel Sr, 2007). Humility is a key factor in building trust and enhancing organizational performance (Morris et al., 2005). Leaders who cultivate humility can promote positive outcomes for both leaders and followers.

The traditional approach to leadership development has been focused on identifying and training people to become leaders, rather than developing good leaders. A virtues-based approach to leadership development can help organizations cultivate good leaders. This approach focuses on cultivating character traits such as humility, empathy, and courage, which are essential for effective leadership (Newstead et al., 2021). Humility is the necessary foundation for this approach to effective leadership for Christians in public leadership. Servant leadership, self-awareness, and a willingness to confront one's own flaws are essential steps, tools, styles, and traits that leaders should consider. Positive traits like integrity, authenticity, communication skills, adaptability, and emotional intelligence are complementary for effective leadership, while negative traits like narcissism and remoteness are not desirable for Christian leaders in public leadership. To facilitate the approach, a virtues-based approach to leadership development can help organizations cultivate good leaders.

Conclusion

In conclusion, humility is a crucial characteristic of effective leadership, particularly in the context of Christian leadership in public service. Humble leaders prioritize the needs of others, promote transparency and accountability, and build strong relationships with their constituents. This is particularly important in the rational choice model of decision-making, where leaders must consider the interests and preferences of various stakeholders.

Effective Christian leaders must be committed to biblical principles, have a heart for people, and demonstrate a willingness to take risks for God. These values guide their decision-making and shape their character, allowing them to lead with integrity and purpose.

In the realm of public leadership, ethical considerations are essential for ensuring that decisions are made in the best interest of the public. This requires leaders to consider the values and ethics associated with Christian leadership, such as honesty, respect, and accountability, and to apply these principles to their decision-making.

Ultimately, humility, leadership, Christian leadership, rational choice, and public leadership are all interconnected concepts that are essential for effective governance and public service. By prioritizing the needs of others, adhering to ethical principles, and demonstrating a willingness to take risks for the…