Does Vulnerability in Leadership Really Build Trust and Connection With Others?
As a result of the market shifts, global crises and challenges resulting from the disruptive events of recent years it has been necessary to look for multifaceted solutions. It is important for organisations who are looking to be resilient, innovative, and adaptive to make sure they have good team collaboration. Effective collaboration needs a good foundation of trust. and a trust deficit can all too often be the cause of failure. For any leader who want to be build a collaborative, strong team then it is important to demonstrate this vulnerability, even though it might seem counterproductive. When they embrace vulnerabilities, leaders can create deep connections. This can increase engagement and can drive better productivity.
Trust and vulnerability – the link
Trust is essential for successful teamwork. It allows team members to rely on each other, share ideas comfortably and address any issues without worrying about judgement. When trust is lacking, then a team can fall into a pattern where competition, designment and miscommunication occur. This make collaboration difficult.
One of the best ways to build trust is through vulnerability. Whilst a traditional leadership model my suggest promoting authority and strength, the modern work environment benefits when a leader shows openness. When a leader shows some of their own uncertainties and challenges they can model trust. This helps establish a norm where trust and collaboration can grow.
Vulnerability as a leadership skill
Vulnerability doesn’t mean oversharing to undermine your own authority. Rather, it means a strategic, conscious approach to humility and honesty. There are some key steps a leader can adopt to help encourage openness amongst their team.
Acknowledge emotional triggers and reactions
Leaders need to recognise their emotional triggers. Rather than impulsively reacting they should practise stopping for a moment to look at their emotions. When they are calm and measured in their response to a challenge this can help a team see that setbacks are a normal part of the growth of a project rather than a problem.
Shift from a mindset of ‘Prove Yourself’ to ‘Improve Yourself’
In settings of high-performance there can be a pressure to appear very competent all the time. But when leaders focus on constant image management, it can result in a culture where others feel the need to prove themselves, often at the expense of learning and collaboration. It is important that growth is prioritised over perfection.
Admit mistakes and uncertainties
One of the most powerful things a leader can do to show their vulnerability is admit when they have made mistakes, this level of transparency can make it easier for employees to also admit to their struggles.
Encourage feedback then act on it
When you embrace feedback it sends the message that everyone has an opinion that matters. It reinforces the idea that insights and knowledge are things that should be shared.
Be consistent
This type of trust is built by being consistent rather than from single moments. Consistently act on the same values and this will show your commitment to your team and result in much higher levels of engagement.
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