Some years ago, there was a young man participating in an Accelerated Leadership Program (ALP) cohort at Fox. This individual had a large presence and wasn’t afraid to speak his mind during group discussions.
His manner of communicating, however, led many fellow cohort members to feel somewhat intimidated. Their complaint: he was at times openly critical of others’ ideas, and was accustomed to expressing himself with sarcasm and dismissive side comments.
His teammates walked on eggshells around him and were extremely reticent to open up or approach him for ideas, feedback, or advice. I encouraged the members of his cohort to provide feedback to him about how the group experienced him, but no one came forward to do so. The intimidation factor was prohibitive.
The situation was complicated, and an excellent learning opportunity for everyone involved, particularly the gentleman in question. Here, front and center was a golden opportunity to lean into vulnerability.
What is Vulnerability in Leadership?
Think of a leader you’ve looked up to in the past; what comes to mind? Probably someone who’s confident, decisive, and in charge. Being open and honest is key. It’s often overlooked, but vulnerability is what makes a leader truly great. As the ALP participant learned, sarcasm and criticism only shut others down. Real leadership means showing your human side.
Vulnerability in leadership is about having the courage to be open, honest, and human. Trust, teamwork, and a safe space to work: that’s what happens when leaders aren’t afraid to be human. Employees feel empowered to speak up and try new things.
Despite its power, vulnerability is often misunderstood. Many leaders believe that showing vulnerability means admitting failure, which could make them seem less capable in the eyes of their teams. In reality, the opposite is true. Leaders who are willing to acknowledge their struggles, seek input from others and admit when they do not have all the answers earn greater respect and trust from their teams. Employees value authenticity, and when a leader demonstrates honesty, it encourages the same openness in others.
Why is Vulnerability Important in Leadership?
Vulnerable leaders create stronger connections, but it goes beyond just being friendly. Sharing your own struggles helps others feel safe enough to speak up and contribute their best thinking. Experimentation flourishes in this atmosphere. Leaders who admit they need help and ask their team for ideas show everyone that teamwork beats a big ego.
Vulnerability also fosters resilience. No organization is immune to setbacks, and when leaders pretend they are infallible, they create an unrealistic standard that discourages employees from admitting mistakes or learning from failure. When leaders model vulnerability, they demonstrate that setbacks are part of growth and that asking for help is not a sign of weakness, but of strength.
When leaders are open and honest, they connect better with their teams. The result? More engaged workers and a culture of trust. The workplace becomes stronger and better able to withstand challenges.
Vulnerability vs. Weakness: Breaking the Misconception
Many leaders hesitate to embrace vulnerability because they equate it with weakness. However, vulnerability and leadership work hand in hand. It’s not about oversharing or losing control. It is about leading with honesty and integrity while maintaining professionalism and confidence.
Weak leadership hides behind a facade of perfection, refusing to acknowledge mistakes or seek feedback. Innovation suffers when employees are afraid to be truthful or take risks. This hurts trust within the company. Good leaders aren’t afraid to admit when they could improve. They ask for feedback and show they’re always learning.
When leaders demonstrate vulnerability thoughtfully and intentionally, they reinforce their credibility. Employees respect leaders who admit when they do not have all the answers because it makes them more relatable and approachable. Showing vulnerability builds confidence. It helps leaders connect with people on a deeper level and makes learning a priority.
Defining Vulnerability in Leadership
The ALP gentleman’s turnaround showed that vulnerability isn’t about weakness, but about self-awareness and the willingness to grow. Vulnerability in leadership is the willingness to be open, authentic, and self-aware in professional interactions. It’s not about revealing personal struggles for sympathy but creating an honest, transparent work environment.
Great leaders aren’t afraid to show their human side. These leaders are upfront about what they can and can’t do, and then they push themselves and their teams to improve. This shared commitment builds trust and strengthens the whole group.
What Does Vulnerability Look Like in a Leader?
A vulnerable leader does not shy away from admitting when they are wrong or asking for help. For them, effective leadership means facilitating shared success, not possessing all the knowledge. They guide; they don’t dictate. With this kind of boss, you can share your thoughts freely, take chances, and even mess up without fear of judgment. It’s all about growth!
Vulnerability in leadership also involves having difficult conversations with honesty and compassion. Open, clear dialogue is key. A boss who shares helpful criticism and listens to others creates a culture of growth. Strong yet approachable leaders forge deeper connections with their teams.
The Connection Between Emotional Intelligence and Vulnerability
Emotional intelligence and vulnerability go hand in hand. Leaders with high emotional intelligence can regulate their emotions, communicate effectively, and empathize with others. These qualities make it easier to lead with vulnerability because emotionally intelligent leaders are not afraid to show their human side.
A leader who lacks emotional intelligence may struggle to be vulnerable because they fear losing control or appearing incompetent. Showing vulnerability when you’re also emotionally intelligent makes you a stronger leader. Good communication is key. Leaders who talk openly and honestly build respect and trust. This leads to more engaged employees, the opposite of a confused or uneasy team.
The Role of Vulnerability in Creating Psychological Safety
The young man in the ALP cohort had no awareness of how his behavior was influencing the team environment, and even his own prospects for greater success. While I typically encourage members of the programs to confront their own issues, I also ask myself what steps I can take to create program momentum.
So I invited him out to coffee.
Upon sitting down, he opened up to me about difficulties he was experiencing at home on the family front, which had been contributing to stress on the job. Having established rapport, I related to him some of the feedback regarding his behavior that his fellow cohort members had expressed.
It is never easy to receive feedback, and to this man’s credit, he listened and took the feedback in. He deeply reflected on how his behavior had affected the group, and how team members’ perception of him could be affecting his own career and experience of the workplace.
He returned to the group and, within a short period of time, was like a man transformed. He stopped with the sarcasm and side talk. Instead, he took to soliciting others’ opinions and ideas, including everyone in the conversation, and generally supporting and collaborating with his teammates.
Within this short period, this man became one of the most trusted and liked members of the group. People regularly came to him for his advice, input, or just to have a sounding board for problems they were working through.
He had not acquired some new strategic competency, nor had he deployed a new tactic… he simply let his guard down and began interacting with sincerity and compassion. And it transformed the entire team.
What is Psychological Safety, and Why Does It Matter?
In organizations with high psychological safety, employees are more likely to innovate, speak up about potential issues, and collaborate effectively. They believe their input matters; they won’t face negativity. Companies won’t thrive if employees are afraid to share their thoughts or suggest improvements. Growth depends on everyone feeling comfortable contributing.
Leaders foster psychological safety by modeling openness: admitting mistakes, listening closely, and showing they do not have all the answers. Teams respond by doing the same.
How Vulnerability Creates a Safe and Open Work Environment
People feel recognized and respected when leaders are transparent. Workers who feel heard and supported are much more likely to give their all.
Teams become stronger when members feel comfortable being themselves. Openness builds trust. Amazing things happen when employees aren’t afraid to speak their minds. Collaboration flourishes, relationships strengthen, and the overall outcome improves significantly. Think of it like a team sport where everyone plays their part. Open conversation drives good decisions, leading to creative problem-solving and supporting each other.
Building Trust through Vulnerability
As I saw with that ALP participant, confidence in him began to grow only after he acknowledged the impact of his behavior and let others in. This gentleman’s story is a living testament not only to the power of applied vulnerability in leadership, but also to the idea that none of us require permission or “safety” as a precondition for coming out of our shell and letting others see us. In fact, leading with vulnerability is one of the most potent expressions of high performance leadership, and an effective catalyst to developing an open, trusting, and collaborative work environment – and leading the way to successful outcomes in the marketplace.
Trust is the foundation of strong leadership, and vulnerability plays a critical role in fostering it. Leaders who embrace openness and transparency create environments where employees feel respected and empowered to contribute.
A common misconception is that maintaining authority requires leaders to appear invulnerable. However, employees don’t expect perfection; they expect authenticity. Leaders who acknowledge challenges and involve their teams in problem-solving demonstrate accountability, strengthening trust rather than diminishing it. When employees see their leaders take responsibility, they feel more secure in doing the same.
I’ve found that trust is built not just through words but through actions. Leaders who actively listen, own their mistakes, and engage in meaningful conversations with their teams cultivate a culture of trust. Employees appreciate leaders who don’t pretend to have all the answers but instead invite collaboration, recognizing that the best ideas often come from collective insight.
Leaders can reinforce confidence through vulnerability by consistently creating opportunities for open dialogue, following through on commitments, and demonstrating empathy in decision-making. When trust becomes a leadership priority, employees feel a greater sense of belonging, engagement increases, and organizational success follows. Just as that ALP participant discovered, trust isn’t earned through control but through openness that invites others to step in beside you.
Fostering Innovation and Growth
When his teammates saw it was safe to speak up, new ideas flourished. Their experience confirmed that innovation grows in an atmosphere of openness. Organizations thrive when employees feel encouraged to think outside the box and take calculated risks. Vulnerability plays a crucial role in fostering innovation because it allows for failure without fear of blame. Leaders who embrace vulnerability demonstrate that mistakes are opportunities for learning and growth rather than reasons for punishment.
In my experience, successful executives understand that progress involves trial and error. Innovation isn’t neat and tidy. Employees are more likely to try new things and question old ways of doing things when their bosses create a workplace where it’s okay to experiment. Openness breeds adaptability. Companies that encourage employees to be vulnerable are more inventive and better positioned for lasting success.
Admitting you don’t have all the answers? That’s how you get the best solutions. Different points of view make all the difference. Leaders who are open about their weaknesses trade in the “know-it-all” act for a continuous learning journey and learn to grow and change.
Without vulnerability, organizations may stagnate. Employees who fear criticism for taking risks will default to safe, conventional approaches instead of seeking innovation. Employees are empowered to create, contribute, and lead in a company where leaders embrace vulnerability.
Overcoming Challenges and Resistance
The young man’s initial response shows how hesitation can give way to growth. Despite its benefits, many leaders resist vulnerability due to fear of judgment or uncertainty about how much to share. However, shifting the mindset from seeing vulnerability as a weakness to recognizing it as a leadership strength is key to overcoming this resistance.
One common hesitation is the fear of losing authority. Leaders may worry that admitting mistakes or uncertainty will make them appear weak. In reality, employees trust leaders who are genuine and willing to acknowledge challenges rather than those who project an image of perfection. Vulnerability does not undermine credibility; it strengthens it by fostering trust and relatability.
Another concern is the fear of being taken advantage of. Some leaders hesitate to be too open, worried that employees will question their decisions. The key is finding balance. Leaders can be transparent while maintaining confidence and decisiveness. Vulnerability should be paired with clarity, ensuring that openness does not lead to uncertainty but rather reinforces trust and connection.
For those struggling with vulnerability, small, intentional steps can help. Leaders can start by acknowledging a minor mistake, asking for feedback, or openly discussing lessons learned. Over time, these actions build confidence in leading with vulnerability while reinforcing a culture of openness and authenticity.
Developing Vulnerability as a Leadership Skill
The ALP participant’s growth is a reminder that vulnerability can be practiced daily through listening, seeking feedback, and leading with compassion.
Vulnerability in leadership is not an inherent trait. It’s a skill that can be intentionally developed. Many leaders hesitate to embrace vulnerability because they associate it with uncertainty or a loss of control. However, the most effective leaders recognize that openness and authenticity are strengths, not weaknesses. Knowing yourself, practicing regularly, and always trying to get better… that’s the recipe for success.
Leaders who make vulnerability a part of their leadership style create stronger, more connected teams. When employees see their leaders being open and willing to engage in honest conversations, they feel more comfortable doing the same. This fosters an environment where challenges are addressed proactively, ideas flow freely, and teams collaborate more effectively.
Developing vulnerability does not mean discarding confidence or authority. Instead, it means refining communication, embracing feedback, and leading in a way that encourages trust and engagement. Through intentional practices and leadership development, vulnerability can become a defining strength that enhances long-term success.
Daily Practices to Strengthen Vulnerability in Leadership
Leaders get better at being vulnerable with regular practice. Little things, like actively listening or offering support, go a long way in creating a more trusting and connected team. People connect better when you show you understand them, not just when you answer them. Leaders who openly discuss past setbacks create a culture where learning from experience is valued above perfection. This approach makes vulnerability a source of strength.
Asking for employee input regularly builds communication and shows you care. Transparency in decision-making? It’s a trust builder. Knowing the “why” behind a leader’s choices makes employees feel more invested in the process.
The Role of Coaching and Feedback in Developing Vulnerability
Coaching provides support and direction to leaders, helping them be confident yet open to new ideas. Executive coaching is not just about self-reflection; it’s about gaining actionable strategies. Discover your leadership style and learn how to foster an atmosphere of openness and transparency, ultimately boosting team morale and performance.
What your coworkers and bosses think is really important. Collaboration and trust grow when leaders actively listen to their teams. Responding to feedback proves leadership isn’t a one-way street; it’s a shared responsibility. Leaders who get coaching and regular feedback become more comfortable showing their weaknesses. This helps them lead better and makes their teams happier.
Lead with Confidence and Authenticity
Vulnerability in leadership is not a weakness; it is one of the most powerful tools for building trust, fostering innovation, and creating meaningful connections with teams. Leaders who embrace vulnerability transform leadership from a position of control into a role of influence, collaboration, and shared success.
Want to lead with vulnerability? Hallett Leadership can help you develop the confidence to do it. Want high-performing teams your employees respect? Interactive coaching and leadership development will help executives create them. It’s about trust and results.
Are you ready to lead with confidence and authenticity? Hallett Leadership can help you unlock your full leadership potential through strategic coaching and training. Contact Hallett Leadership today to take the next step in your leadership journey.
