If you’ve been following my “Virtues for the Change Journey” pod series, you know we’ve covered some pretty heavy hitters like courage, resilience, appreciation, and building alliances. In this post, I explore something that might make you squirm even more: vulnerability in leadership. Yup, how “Letting Your Guard Down” can lead to greater success.
Now, I can almost hear some of you groaning. “Vulnerability? Isn’t that just warm, fuzzy nonsense?” Stick with me, because I’m about to argue that having the courage to be vulnerable might be one of the bravest and most effective things you can do as a leader.
The Misconception of Vulnerability
First things first: vulnerability doesn’t mean being weak or submissive. It’s not about crying in front of your team or oversharing personal details. Instead, think of vulnerability as the courage to show up as your authentic self, admitting when you don’t have all the answers, and being open to feedback and growth.
Dr. Brené Brown, the queen of vulnerability research, calls it “the birthplace of innovation, creativity, and change.”
The Foundation: Humility
Before we dive deeper into vulnerability in leadership, we need to talk about its close cousin: humility. These two virtues are like peanut butter and jelly – they just work better together.
Humility isn’t about putting yourself down. It’s about having an accurate assessment of your strengths and weaknesses. It’s knowing that you’re not the smartest person in every room (and being okay with that). When you embrace humility, you create space for feedback as well as for vulnerability to thrive.
Vulnerability in Leadership in Action
So, what does vulnerability look like in leadership? It’s admitting when you’ve made a mistake. It’s asking for help when you need it. It’s saying “I don’t know, but let’s figure it out together” instead of pretending to have all the answers.
I know, I know. This stuff is really hard. It goes against our natural instincts, especially when we’re under pressure. But here’s the thing – that mask of flawless confidence, the whole “fake it till you make it” attitude? It’s a trust and innovation killer. Not to mention a recipe for burnout.
When leaders bring their whole selves to work, taking off that mask, they create an environment of psychological safety. They give permission for others to take risks, learn from failures, and truly grow. That’s when the magic happens – not just for individuals, but for entire teams and organizations.
Real-World Examples
Don’t just take my word for it. Let’s look at two real-world examples of vulnerable leadership in action:
- Satya Nadella, Microsoft’s CEO, shared personal stories about raising a son with cerebral palsy in his book “Hit Refresh.” By opening up about his personal experiences and the company’s need for change, he fostered a more empathetic and innovative culture at Microsoft.
- At Pixar, they have something called “Brain Trust” meetings. Directors present unfinished work and openly discuss problems they’re facing. This vulnerability-based approach along with “Plussing: Yes, and…” has helped Pixar consistently produce innovative and successful films.
Practicing Vulnerability in Leadership
Now, I’m not saying you should walk into your next meeting and spill your deepest, darkest secrets. Start small. Maybe admit a minor mistake in your next opportunity. Or try asking, “Where might I be wrong?” instead of “Do we all agree?”
Remember, it might feel uncomfortable at first. That’s the point – you’re modeling the courage to be imperfect. You’re in an environment with high uncertainty and many unknowns. Make it okay to fail and learn. Hell, celebrate it!
The Team Dynamic
Vulnerability isn’t just for leaders. We all face obstacles in opening up. That’s why it’s crucial to create dedicated time for teams to explore fears and vulnerabilities together.
Do you know what keeps your teammates up at night? The best way to find out is simple but not always easy: ask them! Create a safe space for these conversations. You might be surprised at how it accelerates the development of deep trust within your team.
For a deeper dive, check out this approach: The Fear and Vulnerability Retrospective
The Challenge
As we wrap up, I want to leave you with a challenge: This week, find one opportunity to be intentionally and authentically vulnerable. It could be admitting a mistake, asking for help, or sharing a fear with your team. Notice how it feels, and more importantly, observe the impact it has on those around you.
Remember, the goal isn’t perfection – it’s a genuine commitment to the practice of continuous learning and growth. By choosing vulnerability, we open ourselves and our teams to new possibilities and deeper connections.
In the wise words of Brené Brown, “Vulnerability sounds like truth and feels like courage. Truth and courage aren’t always comfortable, but they’re never weakness.”
So, are you ready to take off the mask and embrace the power of vulnerability? Trust me, it might just be the game-changer you’ve been looking for in your leadership journey.
