Y4. Humility toolkit
Toolkit
Humility keeps leadership human. This toolkit invites you to reflect on how you listen, share credit, and stay connected to the people and purpose of your school. It helps you turn openness into strength, ensuring your confidence never outgrows your curiosity.
| Recognise your ego moments |
| Think back to a time when your instinct was to defend your idea or position. What made it difficult to listen? Recognising these moments isn’t about blame; it’s about noticing where self-protection might have taken priority over learning. |
| Ask before you tell |
| Write down three questions you could ask more often when leading discussions. Genuine curiosity signals trust and creates psychological safety. What could you learn if you paused to ask rather than instruct? |
| Share the credit |
| Reflect on a recent success. Who else contributed meaningfully, and how could you acknowledge them more publicly? A short thank-you note, mention in briefing, or email to parents can reinforce a culture of shared achievement. |
| Admit what you don’t know |
| List two areas of your leadership where you feel less confident. Who in your team has the expertise to guide you? Humility is not weakness; it’s a strength that allows others to rise. |
| Seek and receive feedback |
| Identify one group whose feedback you rarely hear. This might be support staff, students, or governors. How could you create a safe, structured way for them to share their views about your leadership decisions? |
| Stay grounded in purpose |
| When making decisions, remind yourself: this isn’t about me, it’s about the mission. Note one upcoming decision where you could consciously check your motives. Are they driven by ego, habit, or impact? |
| Reflection prompts |
| When was the last time I changed my mind after hearing someone else’s view? How do I react when a colleague disagrees with me? Am I building a culture that rewards humility as much as achievement? What might my team say I do when I’m wrong? |
Y4. Humility: example toolkit
Role: Headteacher
| Recognise your ego moments |
| When challenged by governors, I felt defensive. I will notice these moments and prioritise learning over self-protection. |
| Ask before you tell |
| I will start with curiosity in leadership meetings so staff can contribute insights and take ownership. |
| Share the credit |
| After a success, I will publicly recognise teachers, support staff, and quiet contributions that made the difference. |
| Admit what you don’t know |
| I will invite experts, such as the SENDCO, to lead when they have deeper knowledge, and I will learn alongside colleagues. |
| Seek and receive feedback |
| I will create informal breakfasts with the site and lunchtime teams to hear what we often miss. |
| Stay grounded in purpose |
| Before tough decisions are made, I will check motives and ensure empathy, transparency, and fairness guide the process. |
| Intended Impact |
| Openness, learning, and shared ownership will flourish. Humility will strengthen collaboration and honest feedback. |