“The Power of Vulnerability,” a TED Talk by Brené Brown, PhD, has been viewed more than 66 million times. Rather than interpreting vulnerability as a sign of weakness, she suggests that it is a measure of courage, which, in turn, is the “birthplace of innovation, creativity and change.” She asserts the courage to acknowledge imperfection, to be kind to ourselves and to others, actually strengthens us. Brown concedes that being vulnerable involves an emotional risk, but leaders who are capable of saying, “I’m sorry; we’ll fix it,” are not seen as weak. Instead, they are perceived as more authentic.
Not surprisingly, AI has produced a concise description of vulnerability in a person, namely the ability to be open and honest about one’s emotions, thoughts, needs, and fears, even when it’s difficult. It involves showing your authentic self, without “armor,” and is often seen as a powerful sign of emotional courage and intelligence that is essential for building deep, authentic connections and fostering emotional growth.
AI has also provided useful language capturing the additional benefits of management vulnerability. Owning mistakes, and asking for help builds trust, strengthens team relationships, and increases psychological safety. This approach can lead to higher employee engagement, greater innovation, and better team performance.
Because your behavior, language, and responsiveness will be emulated by subordinates, the importance of being an excellent role model cannot be overstated. Too many senior executives feel they must be viewed as flawless and infallible. Predictably, for example, some managers rationalize that it is acceptable to withhold, delay, minimize, or misrepresent bad news. Demonstrating vulnerability concedes you are imperfect, will not always make the right decision, and gives others permission to both make mistakes and to learn from them. In addition, it is helpful to remember Winston Churchill’s astute observation: “A pessimist sees the difficulty in every opportunity; an optimist sees the opportunity in every difficulty.”
There are several easy steps that will accelerate one’s progress:
- Conduct a Google search: To locate relevant publications, such as The Journey of Leadership: How CEOs Learn to Lead from the Inside Out (Portfolio, September 2024), in which four McKinsey authors focus on why adding vulnerability to personal growth journeys can heighten leadership potential.
- Discuss this topic: With your senior management team. Most executives have not genuinely considered the value of demonstrating vulnerability. Sharing this article and others in advance of the discussion will help make the conversation more productive.
- Encourage a review: Of vulnerability during annual performance reviews. Both supervisors and non-supervisory personnel will benefit by understanding why a fundamental cultural change is being promoted.
- Include at least two or more questions: On this topic in staff satisfaction surveys. Obtaining and analyzing the feedback, along with comparing the results over time, will be useful in evaluating not only how the issue has been perceived but also what steps might be taken to enhance its value.
Paul B. Hofmann is a health care consultant.
