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You need to show some vulnerability

Do you feel that you’re often under immense pressure to perform?


Many leaders face unrealistic expectations, whether self-imposed or externally driven. The need to achieve targets and meet deadlines can lead to long hours, stress and, ultimately, burnout.


This pressure is compounded by the fear of failure, as leaders worry about their reputation and the consequences of not meeting goals.


Balancing Leadership and Vulnerability


The pressure to maintain a confident and resilient facade can make it difficult for you to show vulnerability or admit when you need help.


Yet, the most effective leaders I’ve worked with and coached recognise that seeking support, delegating responsibilities and acknowledging their limits are not signs of weakness but rather crucial strategies for sustainable performance.


Embracing vulnerability allows leaders to connect more authentically with their teams and create a culture where others feel safe to share ideas and concerns.


Here are 3 areas that you can focus on to balance your leadership and vulnerability:


  1. Share Personal Stories and Struggles


Sharing personal experiences or challenges that you’ve overcome helps connect with your team on a deeper level. It makes it easier for others to relate to and trust you.


  1. Model Vulnerability as a Strength


Demonstrate that being open about challenges and emotions is a powerful and courageous act. When you model this behaviour, it gives your team permission to be more authentic and transparent as well.


  1. Ask for Help and Feedback


Requesting feedback from team members, peers and mentors shows openness to growth and encourages a culture where feedback is normalised and appreciated.


When you’re ready, there are 3 ways that we can work together


One-to-one coaching and mentoring – If you’re an L&D or Talent manager and looking to take the next step in developing your career, then email me with the words ‘Talent Leader’ in the subject heading and let’s start the discussion on how we can reach your aspirations.


Leadership development – If you are an HR Director, Chief People Officer or are responsible for leadership development in your organisation, I would love to share our process for creating the most engaging leadership development programmes on the planet. Email me with ‘Transformational Leadership’ in the subject line.


Aligned Talent – When the time is right, and you’re ready to work together to transform your Talent strategy, let’s set up a 45-minute discovery call to see if my approach is right for you.





 

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