Written by Cari Borden

We’ve been sold the myth that leaders should always have the answers. The tough façade. The unshakable posture. But here’s the truth: leaders who pretend to know it all don’t create trust, they create silence. Vulnerability, on the other hand, sparks the kind of psychological safety that fuels real innovation and loyalty.

How to Identify Vulnerability in Leadership:

• Leaders who admit mistakes instead of spinning them.
• Leaders who ask for input rather than pretending they already have it.
• Leaders who share challenges openly, without turning it into a pity party.
• Leaders who allow space for others’ voices without needing the last word.

How to Foster It:

• Model openness: Share lessons learned, not just wins.
• Normalize feedback: Show that feedback flows both ways.
• Practice humility: Instead of “I’ve got this,” try “I’d like your perspective.”
• Celebrate courage, not just success: Reward those who speak up, even if their idea isn’t chosen.

The Wins of Vulnerability in Leadership:

• Emotional Intelligence Growth: Leaders grow self-awareness and empathy when they stop hiding behind perfection.
• Psychological Safety: Teams stop fearing judgment, which leads to collaboration, creativity, and resilience.
• Trust & Loyalty: People follow leaders they believe are real, not leaders who are playing a part.
• Innovation: The more comfortable people feel, the more willing they are to take risks and share big ideas.

Closing Thought:
Vulnerability in leadership isn’t weakness; it’s the bravest form of strength. Leaders who are willing to say, “I don’t know” open the door for their teams to say, “I’ve got an idea.” That’s where transformation begins.

If this resonates and you’re ready to explore your own leadership style, check out my Leadership Style Navigation page for deeper insights. And if you’re looking for hands-on coaching, I also offer personalized guidance through my Fiverr gigs. Because vulnerability isn’t just a concept—it’s a practice worth building.