We all have to be strong sometimes, and take tough decisions. But we also need to be vulnerable. If we focus solely on showing strength and power, we risk becoming inflexible, brittle and even a bit stale.
Effective leadership requires vulnerability. By allowing ourselves to be vulnerable, we help the entire organisation become more resilient and cohesive.
How being vulnerable builds resilience
Being vulnerable helps us be more flexible. Vulnerable leaders are always learning and curious about how new experiences and ideas can benefit their businesses. This continual development helps leaders build businesses that are much more resilient to change, because it creates possibilities – helping leaders see potential opportunities.
Vulnerable leaders are fantastic people managers as they allow themselves to give and receive support from their teams. They’re more open with their concerns and struggles, which helps the team see them as fellow humans, rather than just “the boss” – someone to be slightly apprehensive about and defensive around. The side effect of opening up about your own concerns and struggles is that it leads to more trust and mitigates against the team creating their own narrative if they sense that you are keeping information from them.
I had my own experience with this when going through a difficult relationship breakdown and eventual divorce. My instinct was to shield the team from my own personal situation even though it was really affecting my work. When I finally opened up to my team they showed incredible support and gratitude for my vulnerability as it turned out they knew something was wrong but had jumped to the conclusion that I was gravely ill. Opening up and being vulnerable led to deeper trust, a closer connection and a high-performing Executive team.
Psychological safety at work is an essential part of a successful business, and leaders who allow themselves to be vulnerable find it easier to create and maintain this culture. When people feel safe to express their ideas openly it can lead to a more creative, innovative and brave business.
An open and vulnerable leader welcomes challenge and different views to help them see how to improve and adapt the business. A mindset of listening and learning means you spot issues early, and become more resilient to sudden changes or unexpected challenges.
How can we be more vulnerable?
1. Accept that you don’t know what you don’t know. No-one knows everything. Encourage new ideas and challenges from your team and enjoy the process of learning from the people around you.
2. Trust your team to do their jobs well. It can be hard to give up control! But micromanaging is a way of telling your team you don’t trust them. We all bring experts into our business for a reason – listen to their views and let them get on with what they do best, even if you don’t always agree with them.
3. Accept help. We all need help, occasionally. Allowing your team to see you’re human means they’ll have your back when you need it. They’ll step up when you need a break.
4. Be kind. Humans are messy, with complicated lives that sometimes interfere with work. Have empathy with that. People will always make mistakes – including you – no matter how brilliant they are at their jobs. If you acknowledge we’re all flawed, it’s easier for people to approach you with issues so you can respond quickly.
5. Face difficult tasks and challenges head on. If something makes you uncomfortable it could be a sign there’s a problem that needs addressing. Bring the discomfort into the open so you can find a solution.
It can be hard to show your vulnerable side, and it takes a lot of strength to acknowledge no-one is perfect. But the benefits to being vulnerable in business can be immense.
