My preferred definition of humility is “speaking less about oneself rather than thinking less of oneself.” While some associate humility with meekness, passivity, or indifference, these are misconceptions. Humility is better understood as composed self-assurance combined with a calm demeanor. Professionals who demonstrate humility tend to listen carefully, communicate their ideas with deliberation, and show patience. Although these traits may sometimes be undervalued in interview settings that reward assertive self-promotion, humility remains essential for fostering teamwork and collaboration, particularly when evaluating candidates for employment.
Indicators of humility often include strength of mission, vision, and emotional intelligence—qualities frequently reflected in predictive index assessments. While humility may be partly innate and develops over time, it can initially seem like a disadvantage when others dominate conversations. Many professionals encounter individuals who are quick to promote themselves. With self-awareness, however, it is possible to avoid interrupting or oversharing. Building positive habits through practice strengthens both character and leadership presence.
Interviewees often struggle to discuss their accomplishments without appearing self-important. To demonstrate leadership humility without seeming timid, candidates should acknowledge the contributions of colleagues and show awareness of the needs of others.
Listening
Early in my career, I frequently interrupted others, eager to share my perspective. In cooking, technique is often clear and direct, but working with people introduces ambiguity. Many candidates answer questions too quickly because of nerves, which can lead to incomplete responses. Taking notes or politely asking for a question to be repeated shows that accuracy and understanding matter to you. Clarification demonstrates respect for the interviewer and the process.
Answer the Question That Is Asked
Chefs are naturally process-focused. I often advise candidates, “Get the job first—then help improve the club.” Nervous applicants sometimes wander off topic and add unnecessary details. In interviews, it is best to answer the question directly and keep responses concise, ideally under two minutes, in order to maintain the committee’s attention.
Acknowledging Areas for Improvement
No one is perfect, and it is widely accepted that everyone has areas for growth. We are human; nearly everything except ethics and moral values can be developed or refined. Consider how others perceive you rather than relying solely on your own assessment. Genuine humility is grounded in strong internal confidence and is often expressed by those around you rather than by yourself.
Admit When You Don’t Know Something
It is acceptable to acknowledge when you do not know an answer, provided you also express your willingness to seek it out. This reflects a commitment to lifelong learning. It also echoes the familiar saying, “I have never walked in their shoes.” Another favorite reflection of mine is that some of the most meaningful things we say or do are actions we barely remember ourselves. Often, others notice these moments and speak about them when we are not present.
Respect Mentors and Elders
Mentors and senior professionals are invaluable contributors to our achievements. The value of an individual is often reflected in the company they keep. Professional growth, character development, and leadership abilities are shaped through working with and learning from others. My own career involved many years of preparation before becoming an Executive Chef, a role I held for several years. Today, I collaborate with chefs pursuing advanced certification, and one of the most meaningful resources I can share is a collection of pastry recipes from renowned kitchens. These recipes were passed down by mentors and represent the knowledge and traditions they entrusted to me.
Positivity in the Workplace
While life presents challenges, maintaining an optimistic perspective is essential. Speaking respectfully about yourself, others, and their organizations reflects humility and an understanding of professional reality. Effective leaders focus on solutions rather than assigning blame. When committees ask candidates about observations made during a club tour, successful applicants highlight positive elements while tactfully acknowledging opportunities for improvement.
Likeability
I often encourage my daughters to become the type of people others enjoy being around. They have learned how to listen attentively while maintaining their commitment to excellence. Because success frequently depends on positive relationships, being well-liked matters. One of my influential mentors once said, “When I stop correcting you, I stop caring.” Although the statement may sound severe, it was clear that even his most intense lessons were delivered with genuine respect. In interviews, body language creates a powerful first impression; serious expressions or negative gestures can unintentionally work against you.
Minimize Awards at the End of Your CV
As an apprentice, I visited my mentor’s home and admired the professional recognition displayed on his office walls. I once aspired to collect similar accolades. Yet at work, the same chef displayed only photographs of his children in his office. His humility revealed that true culinary excellence is not defined by visible awards. Instead, his workspace contained shelves of cookbooks and files of recipes, emphasizing ongoing learning and passion for the craft.
Reduce the Use of “I,” “My,” and “Me”
Strong Executive Chefs typically write the menus, develop the recipes, and ensure consistency in the kitchen. Committee members already assume this responsibility belongs to the chef. When candidates repeatedly use phrases such as “my food” or “I control this,” the language can sound overly controlling or self-focused. Replacing these terms with “we,” “our team,” or “the kitchen” reflects a more collaborative leadership style and presents a broader view of how successful kitchens operate.
In my experience, humility is not defined solely by what others say about you in your presence. Perspective often depends on the role someone plays in relation to you. A supervisor may describe you as humble, while a line cook might have a different view. People carry different responsibilities and expectations, and those differences shape how they perceive leadership and character.
