Vulnerability doesn't need grand gestures. Rather, it lies in small acts of bravery, like speaking up about your struggles or building the courage to advocate for your team, even when it feels hard.
It’s easy to think of vulnerability as a skill, but when we do, we distort the value of being vulnerable in the first place. The point of being vulnerable is sharing the authentic parts of yourself that you may have otherwise chosen to hide or keep private. Doing so is a personal choice — rather than a skill — that we weigh every day.
As a rising leader, here’s the challenge you face: How do you create a culture where your team feels empowered to be honest, share without fear of retribution, and ask for what they need?The perception of what it means to be vulnerable has shifted from the grand gesture to the small act of bravery. For leaders, and aspiring leaders especially, this means being transparent and modeling vulnerability for your team.
Especially in your one-on-one meetings, aim to create a safe space by letting people know that it’s okay to be open about their mental state, difficulties in their personal lives that may impact how they show up day-to-day at work, and any obstacles they may be facing in their roles. You can initiate these conversations with a simple question to give people the opportunity to decide what they feel comfortable sharing. You can say: “I wanted to check in on how you’re feeling in general at work.
For some managers, that might involve speaking out about what you believe is right in difficult moments: openly advocating for more equal pay among your team members, interruptingin meetings by offering a different perspective, introducing your pronouns in a group setting, or addressing a scary event in the news that may be impacting your team. As a leader, you can commit to being the first person to do the vulnerable — but inclusive and caring — thing.
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