The Power of Vulnerability in Leadership: How Authenticity Can Transform Your Team

As a leader, I used to believe that I needed to project an image of strength and invincibility. I
thought that if my team saw any weakness or vulnerability in me, it would undermine their
confidence in my leadership. However, over time, I have come to realize that the opposite is
true: the power of vulnerability in leadership can actually transform your team and drive
greater success.

There have been studies and experiments conducted in the workplace to demonstrate the
power of vulnerability. Brené Brown, a research professor at the University of Houston
Graduate College of Social Work, has conducted extensive research on vulnerability. In her
studies, she has found that vulnerability in the workplace can lead to increased trust,
collaboration, creativity, and innovation. Google’s Project Aristotle was a study that aimed to
identify the key characteristics of high-performing teams. One of the findings of the study
was that psychological safety, which is a measure of how comfortable people feel being
themselves and expressing their opinions, was a key predictor of team performance. This
means that teams where people feel comfortable being vulnerable and sharing their thoughts
and feelings tend to perform better. In 2018, the marketing and sales software company
Hubspot conducted a “Vulnerability Challenge,” in which employees were encouraged to be
more vulnerable with their colleagues. The company reported that the challenge led to
increased empathy, better communication, and stronger relationships among team members.
A study conducted by researchers at Harvard Business School found that leaders who
admitted their mistakes and showed vulnerability were more likely to be viewed as effective
leaders than those who did not. The study also found that leaders who showed vulnerability
were more likely to inspire their teams to work harder and be more committed to their goals.

Leaders who are willing to be vulnerable and authentic with their team can build stronger
relationships, foster greater trust, and drive better results. By opening up about our own
struggles and challenges, we can create a more open and supportive work environment where
team members feel comfortable sharing their own experiences and ideas. By creating a more
encouraging work environment, leaders can unlock the full potential of their team members,
incite innovation and collaboration, and build a culture of trust and respect.

What is interesting about this idea is that it challenges the traditional notion of leadership as
being stoic and unemotional. Instead, it recognizes that leaders are human beings with flaws
and vulnerabilities, and that by embracing these qualities, we can actually become more
relatable and effective leaders. This idea is not new, but it is often counterintuitive to many
leaders who have been taught to hide their vulnerabilities and project an image of strength at
all times.

This idea can be introduced today by starting with small steps. Leaders can begin by sharing
some of their own struggles or challenges with their team, and encouraging team members to
do the same. Leaders can also model vulnerability by admitting when they don’t have all the
answers, asking for help when needed, and being open to feedback and constructive criticism.

As a leader, I have seen firsthand the ability of vulnerability to build stronger relationships
and realize objectives. The power of vulnerability in leadership cannot be overstated.
As leaders, we should advocate the idea of weakness being a strength. This can help to break
down barriers to build an effective, collaborative, committed team capable of exceeding
goals.