A few weeks ago, I had a conversation with a senior executive from a multinational company. With over 20 years of experience in global product engineering, he had spearheaded transformative projects, shaped high-performing teams, and delivered products that reached millions of users worldwide. Yet, as he prepared for his next career move, he confessed to struggling with one crucial aspect: articulating his strengths and achievements in a way that sparked meaningful interaction.

What struck me was his humility. Despite an impressive track record, he downplayed his contributions, attributing successes to “the team,” “good timing,” or even “a bit of luck.” His hesitation wasn’t uncommon—it reflects a broader trend even among high-achieving professionals. Leaders, engineers, and aspiring changemakers often find themselves underplaying their value, inadvertently holding back in interviews or career discussions.

This raised an essential question: Why do capable individuals hesitate to showcase their strengths, and more importantly, how can they navigate this challenge without compromising authenticity?

Why Leaders Downplay Their Strengths

1. Fear of Seeming Arrogant

Many professionals—especially those with extensive experience—worry that highlighting achievements may come across as boastful. This fear often becomes more pronounced in multicultural settings, where humility is seen as a virtue.

Example: The executive I spoke with avoided mentioning his role in revamping a struggling product line into a billion-dollar business, concerned it might alienate potential employers.

Tip: Reframe accomplishments as contributions to a larger vision. Instead of, “I turned around a failing product,” consider, “I led the effort to revitalize a product line, contributing to a 200% revenue growth while empowering my team.”

2. Impostor Syndrome

Even seasoned leaders are not immune to the belief that their success is circumstantial. This internal doubt can make achievements feel less significant.

Example: The same executive shared how he questioned whether his ability to streamline engineering processes was just “common sense,” overlooking the fact that it saved his company millions in operational costs.

Tip: Recognize patterns in your successes. If you’ve consistently solved complex problems or delivered results, it’s a clear indicator of your unique value. Keep a “success ledger” to remind yourself of tangible outcomes tied to your efforts.

3. Cultural Conditioning

In cultures where collective success is prioritized, professionals often shy away from individual recognition. This can be a double-edged sword in global settings.

Example: The executive noted that he avoided claiming credit for projects in multinational environments, believing it might undermine his team’s efforts.

Tip: Strike a balance by acknowledging both team contributions and personal leadership. For instance, “We achieved significant milestones, and I drove the roadmap by aligning cross-functional priorities.”

4. Misjudging What Matters

Experienced professionals sometimes assume that their role’s impact is self-evident, leading to undercommunication.

Example: He admitted to skipping details about his leadership in launching a product because he thought hiring managers would naturally infer his involvement.

Tip: Avoid assumptions. Use storytelling to connect the dots for your audience. Describe challenges, your actions, and the measurable impact in a clear, engaging narrative.

How to Shift the Narrative: Insights for Aspiring Leaders

1. Focus on Relational Framing

Instead of presenting achievements in isolation, connect them to their broader impact.

Example: The executive could say, “My work in streamlining global engineering processes didn’t just save $10M—it also improved time-to-market, ensuring we outpaced competitors in product innovation.”

2. Leverage Third-Party Validation

Referring to external recognition shifts the focus away from self-promotion.

Example: “My work was highlighted by senior leadership as instrumental in the company’s strategic pivot toward digital transformation.”

3. Humanize Achievements Through Stories

Anecdotes bring depth and relatability to your accomplishments.

Example: He might share how, during a challenging quarter, his decision to pivot engineering resources toward a new market segment saved a product from being shelved.

4. Ask for Feedback to Clarify Strengths

Often, others see strengths we overlook. The executive could ask former colleagues or mentors for insights, helping him articulate his contributions with greater clarity.

5. Redefine the Interview’s Purpose

Shift the mindset from “selling yourself” to “solving their problem.” This aligns strengths with the potential employer’s needs.

Example: Instead of saying, “I’ve led global teams,” he could say, “I specialize in harmonizing diverse, cross-cultural teams to achieve complex goals—such as delivering X product across Y markets within Z months.”

Winning Hearts and Minds: The Leadership Advantage

• Balance Confidence and Humility: Use language that reflects collaboration and gratitude. For instance, “I had the privilege of leading…” combines humility with ownership.

• Tailor Your Narrative: Research the company’s goals and align your strengths with their challenges to create immediate resonance.

• Show Curiosity: Ask meaningful questions about their vision and challenges, demonstrating that you value collaboration over self-promotion.

This executive’s journey is a valuable lesson for aspiring leaders. Even the most accomplished professionals must learn to articulate their strengths without hesitation. Doing so isn’t about self-aggrandizement; it’s about ensuring your story resonates with the opportunities you seek. By reframing achievements, embracing narratives, and focusing on impact, leaders can authentically win hearts and minds, paving the way for meaningful career progression.