Tapping Into The Power Of Vulnerability At Work

May was Mental Health Awareness month. During that time, I wanted to check in on my own mental health. What I ended up thinking the most about was how leaders can make workplaces more nurturing to the mental health of all their people.

I want to talk about how vulnerability can be a strength, and the courage to show it in any segment of life can inspire positive change. In the workplace, that change can be groundbreaking and revolutionary. When we choose to be vulnerable at work, we show that we trust others, which invites them to trust us in return, breaks down barriers, and makes us more approachable. In some cases, it shows we’re comfortable in our own skin, confident to be our true selves, and that great teams come from all walks of life.

Imagine that your company holds quarterly lunch-and-learns where coworkers share their life experiences and perspectives. Based on conversations and experiences I’ve had, you might hear from co-workers whose stories include:

• A recent ADHD diagnosis that freed a woman from self-doubt and anxiety showed her she wasn’t “less than,” just wired differently, and led her to techniques that keep ADHD from holding her back.
• Living in the foster care system until he aged out, one man went on to earn his bachelor’s degree, and with his wife, fostered and later adopted four children.
• Being a single parent of a child with disabilities, whose employer allowed her to work from home when needed and flex her hours to accommodate pediatrician appointments and school field trips.
• Knowing basic English and paralyzed at the thought of public speaking, a man’s coworkers help him gain confidence, and he now mentors coworkers who are learning English.

My sense is that you’d feel admiration for these coworkers, and that the takeaways from their messages would include:

• Neurodivergence is not a fault, and when coworkers know more about it, they make stronger teams.
• People can overcome adversity and turn difficult experiences into positive outcomes.
• Flexible companies allow people to remain employed, self-sufficient, and care for their families.
• Supportive coworkers boost each other’s confidence, which leads to positive changes at work.

When Leaders Choose to Be Vulnerable

Organizational leaders who are willing to share their vulnerability are also sharing their humanity, and the entire organization benefits. These leaders typically generate trust, leading to greater staff loyalty that sustains goodwill during troubled times.

When leaders admit they need help, don’t know everything, or want to hear from their teams, solutions showing originality and diversity of thought are more likely to result. Teams that see their leaders as relatable feel more valuable. Employees who feel this way tend to stay, which cuts recruiting and onboarding costs, and they engage in healthy risk-taking and improvisation, which can lead to innovation.

Most of us root for the underdog, so the humility to admit to shortcomings, the generosity of spirit required to commend staff, and the courage to ask for support are more examples of how tapping into vulnerability can be a strength.