Most leaders find it challenging to be vulnerable. Being on top, leading high-stakes assignments with multiple stakeholders with varied interests, demands them to be cautious. Does that mean vulnerability will bring down their authority and influence? Let’s dig deeper.
Let’s not forget leaders are also human. They need a safe space to share their feelings, develop emotional bonds, and discuss their dilemmas. In my experience, I have noticed the vulnerable leaders usually have high self-esteem. Those leaders felt vulnerability would not weaken them, it would rather be a leverage in their leadership toolkit. Plus, leading by example opens the door for others to be more comfortable and expressive at work helping in creating a culture of safety and trust.
When employees realize that they can express themselves freely within their team, they are less likely to withhold their thoughts and ideas out of fear of ridicule or merciless rejection by their teammates. Instead, it fosters an environment where every team member feels encouraged to collaborate, discuss, and freely contribute innovative ideas and thoughts.
We are all humans; we make mistakes, we learn from our mistakes, and the wise among us learn from those mistakes, moving forward with valuable lessons. On the contrary, trying to hide your vulnerability and covering it up makes the struggle even harder. Embracing and acknowledging vulnerability in leadership extends beyond the corporate world; it resonates across industries and influences our lives on a broader scale.
Let’s take the example of celebrity actor, Deepika Padukone. Who would have thought that someone of that stature, where everything seems perfect and at their disposal, could also be off track? She dealt with her mental sickness all by herself for so long. But the moment she realized the power of being vulnerable is to not keep it to herself, the dynamics of negativity changed immensely towards positivity.
Vulnerability establishes trust within an organization. Only a team that places trust in its leader and vice-versa can fortify the stronghold during both the best and worst moments, remaining steadfast.
Now the question comes, how can a leader be vulnerable and still feel safe? Here are a few pointers:
Ask for Help: Many executives carry this myth that they must showcase that they know how to do everything better than others. When you ask for help, not only it expand your understanding of the matter, but it also improves the pace of decision-making as you will receive help from people who are working on the ground. When a leader asks for help, the team also feels motivated and generates openness in the work culture.
Acknowledge when You are Wrong: I have often seen subordinates making fun of their managers in the break-out areas. Many leaders tend to persist despite they have been proven wrong for their actions. Take a pause and say: I’m sorry for…..’ If it’s too tough for you then try a new way e.g. Thank you for bringing this out, let’s find a way to fix this.’
Seek Feedback Without Being Defensive: When you seek feedback, it demonstrates that you are open to new ideas and perspectives. Listen without judgment and defense, particularly when someone shares something unpleasant with you. A simple ‘Thank you’ at the end goes a long way.
Share Failures: Many of us tend to amplify the success and suppress the failures. Sharing failures helps your team to learn from past mistakes and take corrective actions faster. It also creates a safe space for others to acknowledge their errors.
Does that mean a leader lay bare? No.
Vulnerability without a boundary is not vulnerability. You must evaluate your context, space and outcome before you get vulnerable. A safe space for you to be vulnerable is coaching.
Change your game!
Vivek
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