Research by Franklin Covey highlights the importance of empathetic leadership in building trust and fostering high-performing teams. The study found that empathetic leaders encourage better communication, trust, and engagement within their teams Another study stated that 61% of employees feel more engaged when their leaders are open and honest about their challenges. Open about challenges? Empathetic? Is this the new way leaders should manage? These studies do not discuss new ways to lead, instead, they emphasize the importance of being open and authentic or what some will call Vulnerable Leadership.
Vulnerable leadership is about leaders showing their human side—admitting mistakes, asking for help, and being transparent about their uncertainties.
I first came across the term vulnerable leadership while studying The 5 Dysfunctions of a Team by Patrick Lencioni. A vulnerable leader is someone who embraces their imperfections and is willing to share their struggles with their team. This type of leadership fosters trust, encourages open communication, and builds stronger relationships within the organization. Vulnerable leaders are not afraid to show their emotions and admit when they don’t have all the answers.
Why is Vulnerable Leadership important?
Three key reasons why vulnerable leadership is important is because it builds trust, enhances employee engagement, and promotes authenticity.
Builds Trust: When leaders are open about their vulnerabilities, it creates a culture of trust. As Patrick Lencioni states, “You cannot build a team with a strong foundation and that strong foundation is trust.” Employees feel more comfortable sharing their ideas and concerns, leading to a more collaborative and innovative work environment.
Enhances Employee Engagement: Vulnerable leaders who show empathy and understanding can significantly boost employee morale and engagement. Steven Covey stated “Seek first to understand, then to be understood,” which is Habit Five from The 7 Habits of Highly Effective People. This leads to higher productivity and job satisfaction.
Promotes Authenticity: Don’t be a “know it all” who never admits makes mistakes. By being genuine and transparent, leaders set an example for their team. This authenticity encourages employees to be themselves, fostering a more inclusive and supportive workplace.
How can an organization begin the move to Vulnerable Leadership?
As a leader, your role is to guide the team forward while setting the standard that it’s okay to be appropriately vulnerable within your organization or team dynamics. How can you do this? Here are a couple of options:
Encouraging Open Communication: One great insight I learned from Lencioni is that people have a hard time buying in if they have not weighed in. Weighing in-especially important in small organizations-does not mean that you accept everyone’s idea, as that would be challenging for all decisions. However, allowing your team to weigh in, when managed correctly, helps them. Vulnerable leaders understand this and create a safe space for employees to voice their opinions and ideas without fear of judgment. This openness can lead to innovative solutions and improved problem-solving.
Fostering a Culture of Learning: At our company, we have a saying: Every day we get better or worse, we never stay the same. Get Better. By admitting their own mistakes and learning from them, vulnerable leaders encourage a growth mindset within the organization. This approach helps employees see failures as opportunities for growth rather than setbacks.
Strengthening Team Cohesion: When leaders share their challenges and seek input from their team, it strengthens the bond between team members. This sense of unity can improve collaboration and enhances overall team performance.
What are some of the Challenges Leaders Face in Being Vulnerable?
Despite the benefits, many leaders find it challenging to embrace vulnerability. Here are some common obstacles:
Fear of Perceived Weakness: Many leaders worry that showing vulnerability will be seen as a sign of weakness, undermining their authority and credibility. This fear can prevent them from being open about their struggles and seeking help when needed.
Cultural Resistance: In organizations with deeply entrenched hierarchical culture, vulnerable leadership can face skepticism and resistance2. Traditional views of leadership often emphasize strength and decisiveness, making it difficult for leaders to adopt a more open and empathetic approach.
Maintaining Boundaries: Being vulnerable involves sharing personal and professional challenges, but leaders must strike a balance between openness and maintaining appropriate boundaries. Over-sharing can lead to discomfort or a loss of respect among team members.
Overcoming Preconceived Notions: Convincing skeptics of the benefits of vulnerable leadership requires a well-thought-out communication strategy and demonstration of positive impacts. Leaders must be prepared to show how vulnerability can lead to better outcomes for the organization.
Why Vulnerable Leadership Matters
Despite these challenges, the benefits of vulnerable leadership far outweigh the drawbacks. Vulnerable leaders are more relatable and authentic, which helps build stronger, long-lasting relationships with their teams. When employees feel a genuine connection with their leaders, they are more likely to trust them and be motivated to perform at their best.
Vulnerable leaders are also better equipped to handle challenges and setbacks. By acknowledging their limitations and seeking input from others, they can make more informed decisions and adapt to changing circumstances more effectively. This adaptability and resilience are crucial in today’s fast-paced and ever-changing business environment.
So, what does this mean?
Vulnerable leadership is not a sign of weakness but a powerful tool for building trust, enhancing engagement, and fostering a culture of continuous improvement. By embracing vulnerability, leaders can create a more resilient and high-performing organization. The journey to becoming a vulnerable leader may be challenging, but the rewards are well worth the effort.
Vulnerable leadership is about being open, honest, and human. It involves admitting mistakes, asking for help, and being transparent about uncertainties. This approach builds trust, enhances employee engagement, and promotes authenticity within the organization. While leaders may face challenges in embracing vulnerability, the benefits far outweigh the drawbacks. By encouraging open communication, fostering a culture of learning, and strengthening team cohesion, vulnerable leaders can significantly improve their organizations.
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