Vulnerable Leadership in Action

Sasha just joined the engineering team at a new startup. She loves the work and the company is in a niche she’s passionate about. So far, so good. But Sasha hasn’t been able to figure out her manager, Aaron.

Aaron is a subject matter expert with tons of experience in the field. There’s no doubt he’s talented, but he’s standoffish with the team. Sasha notices that Aaron never asks for input or feedback. Once, he was struggling to solve a bug, and he refused to admit his initial solution wasn’t quite right. It took the team far longer to solve the issue because of Aaron’s mindset.

To Sasha, it feels like Aaron doesn’t trust the team at all. As a result, the rest of the group follows suit.

Unfortunately, like too many leaders out there, Aaron refuses to be vulnerable at work.

Why Is Vulnerability Important In Leadership?

As leaders, we may be steering the ship, but that doesn’t mean we always have all the answers. No one does. And when we don’t, we have two options: Refuse to admit it, or get vulnerable.

Vulnerability is opening ourselves up to risk. It’s being authentic and honest, even when we’re afraid people may judge us. The good news is, usually the opposite happens. Most people react with warmth, understanding, and empathy when someone dares to get vulnerable. Leaders are no exception.

In the story above, Aaron’s emotional armor didn’t protect him from harm. Instead, it prevented him from truly excelling as a leader. And, it prevented his team from growing and succeeding.

As Brené Brown discusses in her famous TED Talk, “The Power of Vulnerability,” vulnerable leadership may be scary, but it’s the key to many of the challenges that come with leading a team. It’s also the only way to truly experience belonging — something we call crave.

The Benefits of Vulnerable Leadership

When leaders are brave enough to be vulnerable at work, amazing things happen. Your company culture thrives. Relationships improve. Conflict transforms into productive conversation. And more. The benefits of vulnerable leadership include:

Building Stronger Connections

Connection drives fulfillment. But we can’t truly connect with someone unless we’re authentic with them. When you’re vulnerable at work, your colleagues have the opportunity to know you — the real you. Connection at work is not only satisfying, but it also enhances collaboration and innovation, both of which require taking personal risks.

Becoming More Trustworthy

Vulnerability is the ultimate act of trust — you’re trusting other people to accept you for who you are, faults and all. In turn, being vulnerable makes you more trustworthy. When people know that you aren’t hiding anything, that you’re willing to admit when you’re wrong or struggling, they quickly realize that they can trust you in any situation.

Empowering Others

Vulnerability at work includes asking for help. Not only does this break down social barriers, but it also empowers your team to step up and lend a hand. When a leader refuses to be vulnerable, employees learn to stay out of their way. But a vulnerable leader encourages their people to take ownership, offer feedback, and make it better.

Fostering Vulnerability in Others

Your actions as a leader have a huge impact on your team. They are going to follow your lead. If your defenses are up, it teaches the team that they, too, must be guarded at all times. You can imagine how much creativity and collaboration suffer when everyone has their armor up. But if you’re open and vulnerable, it’s a clear signal that everyone else can be, too.

How To Show Vulnerability As A Leader

Vulnerable leadership is a wonderful, powerful thing. But recognizing this fact and acting on it are two different things. How can we put vulnerability into practice — benefitting ourselves, our teams, and our company?

Ask for Help

Every single leader has strengths and weaknesses, and being open about both is one way to be vulnerable. Admit when you don’t have the answers, when you’re wrong, or when you’re struggling. This doesn’t mean you have to overshare or that you don’t need to improve your weaknesses. It just means you’re being authentic about where you need support.

Be Honest and Clear

One of my favorite Brené Brown quotes is, “Clear is kind. Unclear is unkind.” It’s a difficult lesson to learn. Often, we hide the hard truths, especially from our employees. And we say we’re doing it to protect them, but the truth is, it’s to protect ourselves. None of us enjoys those uncomfortable conversations. But being vulnerable means being willing to get uncomfortable. Be honest, even about the hard stuff: when your company is facing big changes, when your team members need to improve, or when projects flop. Stay honest and offer clarity, even when it’s uncomfortable.

Try Again After Failing

Failure is one of the true tests of vulnerable leadership. When we fail, will we withdraw to protect ourselves from humiliation and disappointment? Or will we get back on the horse and try again? The former is a guarded response. The latter is vulnerable — and healthy. As leaders, don’t we want our team members to learn resilience in the face of failure? Stumbling is a natural part of growth and innovation, after all. If our teams are going to learn from their mistakes and try again, we must do so first.

Vulnerability: Vital in Leadership

Vulnerability at work is a risk, there’s no getting around it. But it’s the most worthwhile risk you can take in business.

A vulnerable leader is self-aware. They inspire confidence in others because they’re authentic and honest. They give their teams permission to be vulnerable as well.

And the only thing greater than a vulnerable leader? An entire organization filled with vulnerable, empathic, and fulfilled workers.