The Importance of Vulnerability in the Workplace

What Does True Strength Look Like? Is it the ability to command a room, to always project confidence, or to lead without hesitation? For years, I believed that strength meant showing no vulnerability—projecting an image of invincibility at all times. This belief was particularly strong early in my career, during my time at Drexel Burnham in the late 1980s. Back then, it was an era defined by the “Masters of the Universe” mentality, where power, control, and unwavering confidence ruled the day. Vulnerability, in that world, was seen as a liability. As time went on, my perspective began to shift. Beyond being a girl dad and family man, engaging with accomplished entrepreneurs and Family Office leaders revealed a crucial truth: vulnerability isn’t a weakness—it’s a strength. Acknowledging imperfections often lays the groundwork for deeper trust, meaningful connections, and authentic leadership. This understanding didn’t happen overnight. Influenced by years of experience and thinkers like Brené Brown, I’ve learned that vulnerability isn’t about exposing flaws—it’s about having the courage to be real. Authenticity fosters trust and collaboration, particularly in environments where trust is the foundation of success. In the Family Office world, relationships often matter as much as strategy. Admitting you don’t have all the answers allows others to see your humanity, strengthening bonds and creating enduring partnerships. Vulnerability shows the courage to step beyond ego and embrace openness, driving progress. It’s not just about admitting what you don’t know—it’s about showing humanity in ways that inspire and empower others. Sharing personal stories of failure can transform relationships, turning mistakes into lessons that encourage risk-taking without fear of judgment. Admitting emotional struggles—whether it’s gratitude for a team’s support or moments of being overwhelmed—fosters empathy and reminds others that even leaders face challenges. Vulnerability also thrives in asking for feedback—not as a formality but as a genuine desire to grow. Leaders who value unfiltered feedback empower their teams to speak openly, creating a culture where ideas thrive without fear of hierarchy. If I could offer one piece of advice to my younger self, it would be to embrace vulnerability in all its forms. Sharing your authentic self—whether by admitting challenges, seeking help, or expressing gratitude—encourages others to do the same. It creates a culture of respect, trust, and collaboration, where people feel valued and empowered. True leadership isn’t about projecting invincibility. It’s about inspiring through connection, authenticity, and trust. Vulnerability redefines strength—not as perfection but as the courage to show up, embrace challenges, and connect deeply with others. It’s one of the greatest strengths we can offer in business, relationships, and life.

The strength they never taught you about: Strategic Vulnerability. "Vulnerability is our most accurate measure of courage," as Brené Brown wisely noted. I don't think she realized how much corporate America would misunderstand those words. Too many leaders hear "vulnerability" and think: • Emotional dumping • Oversharing personal struggles • Being "soft" when you should be "strong" But what if vulnerability is actually a strategic advantage? Research from the Kellogg School of Management found that leaders who admit their flaws are rated 22% more effective in leadership capability than those who try to appear flawless. Let me reframe this for you: Strategic vulnerability isn't weakness. It's precision strength. It's knowing exactly when to: • Say "I don't know, but I'll find out" • Admit a mistake before it becomes someone else's problem • Share relevant challenges that humanize you without compromising your authority • Ask for help instead of drowning silently When I coach executives, their biggest fear is often: "If I show vulnerability, I'll lose respect." Here is what my 30+ years of leadership experience has taught me: "People never follow perfect leaders. They follow authentic ones who make it safe for everyone to bring their full, imperfect selves to work." The most powerful words in leadership aren't "I have all the answers." They're "I hear you." "I made a mistake." "I need your help." "I trust you with this." This doesn't mean exposing every doubt or fear. That's not strategy. That's a diary entry. Strategic vulnerability is purposeful, contextual, and measured. It's about building what psychologist Amy Edmondson calls "psychological safety." This is especially crucial for creating truly inclusive environments where underrepresented voices, including LGBTQ+ team members, feel valued and heard. When leaders model appropriate vulnerability, they give everyone permission to: • Take smart risks • Speak uncomfortable truths • Challenge outdated thinking • Bring their full brilliance to work Question for you: What's one way you could practice strategic vulnerability with your team this week? Is there a mistake you could acknowledge? A question you could ask? A truth you could speak? Share below. I'm learning alongside you. For more on radical kindness and strategic vulnerability in leadership, connect with me for upcoming workshops and coaching availability. In Community and Conversation, Jim

In our professional lives, we often feel the need to project an image of unwavering strength and confidence. Today, I want to talk about something we don't discuss enough: vulnerability. For the longest time, I believed that showing vulnerability was a sign of weakness. I thought that to be successful, I had to have all the answers, never make mistakes, and always keep my emotions in check. But I’ve learned that this couldn’t be further from the truth. Vulnerability is not about being weak. It’s about being real. It’s about admitting that we don’t have all the answers, that we’re human, and that we sometimes need help. It’s about being authentic and true to ourselves, even when it feels uncomfortable. Here are a few reasons why embracing vulnerability can transform our professional lives: Building Stronger Connections: When we allow ourselves to be vulnerable, we open the possibility for deeper and more meaningful connections with our colleagues. It’s through shared experiences and honest conversations that trust is built. Fostering Innovation: Innovation thrives in environments where people feel safe to take risks and share their ideas. By being open about our uncertainties and mistakes, we create a culture where creativity and learning can flourish. Enhancing Leadership: As leaders, showing vulnerability can inspire our teams. It demonstrates courage and authenticity, encouraging others to bring their whole selves to work. When we lead with vulnerability, we pave the way for a more empathetic and inclusive workplace. Promoting Personal Growth: Embracing vulnerability is a powerful catalyst for personal growth. It forces us to step out of our comfort zones, confront our fears, and develop resilience. It’s in these moments of vulnerability that we often discover our greatest strengths. Together let’s challenge the notion that we must always have it all together. Let’s embrace our vulnerabilities and recognize them as a source of strength, not weakness. By doing so, we not only become better professionals but also better human beings. #wesleynewisdom

A funny thing happens when you open up. People don’t turn away. They lean in. It’s not the big wins that resonate most. It’s the stories of struggle, doubt, or growth that connect people on a human level. But many leaders, especially those new to their roles, hesitate. They worry it might make them look weak or less competent. Some wonder, “What have I even overcome that’s worth sharing?” One of my clients, a rising leader at a leading tech firm, consistently delivered strong results. She was known for being sharp, focused, and dependable. But the feedback from her team and manager told a different story: “She’s hard to connect with.” “She doesn’t seem approachable.” “She’s all business.” She was showing up as a professional. But not as a person. Research supports the importance of vulnerability in leadership: Dr. Brené Brown’s extensive research indicates that vulnerability isn’t weakness—it’s courage in action and a key to connection. (Dare to Lead) Harvard Business Review highlights that leaders who pair vulnerability with competence build more trust and psychological safety. (HBR, July 2022) A Journal of Applied Psychology study found that when leaders admit mistakes and share struggles—with insight and accountability— are perceived as more authentic and relatable. Here’s what I’ve learned: Vulnerability doesn’t mean oversharing. It means showing up with honesty and humility. It means sharing lessons, not just wins. It means being willing to be seen—flaws, growth, and all. Because the best leaders aren’t perfect. They’re human.

🔷 Career Corner Insight: Creating Psychological Safety in Teams 🔷 What makes a team truly high-performing isn’t just skill—it’s trust. And at the heart of trust lies psychological safety. It’s the foundation that allows people to ask hard questions, admit mistakes, propose bold ideas, and show up as their full selves—without fear of humiliation or punishment. In healthcare and technology especially, where innovation, precision, and collaboration intersect, the ability to speak up can be the difference between solving a challenge or staying silent and stuck. So how do leaders create psychological safety? It starts with intention: 🔸 Model vulnerability from the top. Leaders who say “I don’t know” or “I got that wrong” set the tone for openness. If you want candor from your team, show them it’s safe to be human. My mea culpa often begins with "Oops...." where it is framed appropriately based on the situation and takes full accountability for a result. The level of "Oops..." may vary, yet consistently is owned and sets up the team to share theirs too. 🔹 Reward curiosity—not just results. Encourage your team to ask questions, test ideas, and explore new approaches—even if they don’t lead to immediate wins. Innovation grows where risk-taking is respected. Incrementalism or "base hits" as I prefer to note, stack up quickly and can lead to a winning environment as it is the constant pursuit of improvement that makes an incredible impact. 🔸 Address breakdowns with empathy. When mistakes happen (and they will), shift the lens from blame to learning. Make it about process improvement, not personal fault. This builds trust and resilience. It also fosters camaraderie as people lean into one another for their expertise and are willing to share what they don't know as freely as what they do know, and it benefits everyone in terms of where there may be collective gaps and abundance to build upon. Creating psychological safety isn’t a one-time leadership tactic—it’s a culture you cultivate daily. And - it starts with you! Bonus insight: Google’s landmark Project Aristotle study found that the #1 predictor of high-performing teams wasn’t skill or experience—it was psychological safety: the ability to take risks and be vulnerable without fear of embarrassment or punishment. 💬 How are you building environments where your team feels safe to take risks and speak up?

After nearly 33, 20-minute conversations with new #LinkedIn connections, I had an ‘aha’ moment 💡   Leadership isn’t just about guiding others. 🧭 It’s about knowing yourself. 🗝 Self-awareness and vulnerability, often seen as "soft skills," are necessary for effective leadership. 𝐓𝐢𝐭𝐥𝐞𝐬 𝐝𝐨𝐧’𝐭 𝐥𝐞𝐚𝐝 𝐩𝐞𝐨𝐩𝐥𝐞. People they can trust and respect do. I can remember the leaders who were self-aware and vulnerable. I also remember those that weren’t. Bet you also remember a few. ✅ Highly self-aware leaders are 79% more likely to foster effective teams. ✅ Teams led by leaders who show vulnerability report 26% higher levels of trust and engagement. As a former corporate leader and now entrepreneur and business owner, I’ve learned to acknowledge my challenges, listen to feedback, and appreciate honest conversations. Vulnerability isn’t weakness. It’s authenticity. Authenticity breeds trust. 𝐀𝐫𝐞 𝐲𝐨𝐮 𝐬𝐡𝐨𝐰𝐢𝐧𝐠 𝐮𝐩 𝐚𝐬 𝐬𝐨𝐦𝐞𝐨𝐧𝐞 𝐰𝐡𝐨 𝐜𝐚𝐧 𝐢𝐧𝐬𝐩𝐢𝐫𝐞 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐰𝐢𝐭𝐡 𝐰𝐨𝐫𝐝𝐬 𝐛𝐮𝐭 𝐰𝐢𝐭𝐡 𝐚𝐜𝐭𝐢𝐨𝐧𝐬 𝐫𝐨𝐨𝐭𝐞𝐝 𝐢𝐧 𝐚 𝐰𝐢𝐥𝐥𝐢𝐧𝐠𝐧𝐞𝐬𝐬 𝐭𝐨 𝐛𝐞 𝐬𝐞𝐥𝐟-𝐚𝐰𝐚𝐫𝐞 𝐚𝐧𝐝 𝐯𝐮𝐥𝐧𝐞𝐫𝐚𝐛𝐥𝐞? #leadership #selfawareness #trust

Being vulnerable is one of the biggest competitive advantages you can have. A quick post on making vulnerability your strength: When I was 16, I was diagnosed with ADHD. I didn’t really understand it then. It felt more like something I should be ashamed of than something to be open about. Fast forward 25 years. After a lot of soul-searching and research, it’s now something that I don’t hide. I wear it on my sleeve in hopes of letting others know it’s okay to share their personal struggles. I learned that being vulnerable doesn't mean being weak. It means being open, authentic, and receptive to growth. And the results were evident. By embracing vulnerability, I: • Created deeper connections • Fostered an environment of trust • Encouraged innovation and risk-taking Vulnerability is not a liability. It's an asset. Here are 4 steps to make it your strength: 𝗦𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗩𝘂𝗹𝗻𝗲𝗿𝗮𝗯𝗶𝗹𝗶𝘁𝘆 𝗘𝘅𝗲𝗿𝗰𝗶𝘀𝗲𝘀 Humans are habitual creatures. Encourage the habit of opening up in a safe space through team vulnerability exercises: • Set up an anonymous letterbox at work • Form a weekly sharing group • Get a vulnerability partner This normalizes sharing, creates deeper empathy, and builds stronger bonds. It ensures everyone treats vulnerability as a collective duty. 𝗥𝗲𝘃𝗲𝗿𝘀𝗲 𝗠𝗲𝗻𝘁𝗼𝗿𝗶𝗻𝗴 It's common for the senior staff to mentor the juniors. But what if it could work both ways? Consider pairing juniors and seniors for an exchange of insights and challenges. This enhances cross-generational understanding and reduces subconscious biases. In this dynamic, everyone teaches, everyone learns. Accept the flow of knowledge in unconventional ways. '𝗙𝗮𝗶𝗹 𝗙𝗼𝗿𝘄𝗮𝗿𝗱' 𝗙𝗼𝗿𝘂𝗺𝘀 Don't fear failure. Never putting yourself in a position where you might fail is infinitely worse - no risk, no learning. Create spaces where employees (yourself included) can share mistakes without fear of judgment. • Analyze what went wrong • Discuss areas for improvement • Highlight the growth from said mistake It's an easy way to learn from your missteps - and others' too. 𝗥𝗲𝗳𝗹𝗲𝗰𝘁𝗶𝘃𝗲 𝗚𝗿𝗼𝘄𝘁𝗵 𝗣𝗹𝗮𝗻𝘀 To plot the map ahead, you must see the terrain you’ve already trekked. Reflect on the events in your life that shaped who you are today. How can you use them to guide your path forward? Everyone, from new hires to VPs, should have individual development plans. Set clear targets, both in and out of work - like learning a new skill or enhancing work-life balance. It's about growing as a person, not just an employee. P.S. If you want to learn about AI, Agency growth, leadership and more, follow me so you never miss a post!

Have you ever felt the need to bite your tongue at work, fearing that what you say could lead to punishment or humiliation? It’s a common scenario but one we need to change urgently for greater and healthier workplaces.  En español diríamos: te muerdes la lengua y te envenenas... de todo lo que tienes guardado y no has podido contar. #1:Understand What Psychological Safety Is Psychological safety, a concept introduced by Harvard Business School professor Amy Edmondson, is the belief that team members can take risks, express ideas and concerns, speak up with questions, and admit mistakes without fear of negative consequences. I became obsessed with it while working at Google and being a spokesperson about creating high performing teams. Remember, it’s not about being overly nice (I talked about toxic positivity last week) ; it’s about fostering authenticity and trust within the team. #2: Recognize Its Importance Psychological safety is crucial for sound decision-making, innovation, and operational efficiency. Why? Because when people feel safe, they engage more, share their creative ideas, and contribute to the team’s collective intelligence. Examples: - Imagine a team where members feel empowered to point out potential risks in a project. This openness can prevent costly errors and lead to better outcomes. - Think about a brainstorming session where no idea is too wild or far-fetched. This creates a breeding ground for groundbreaking innovations. #3: Implement Practical Steps to Foster Psychological Safety Creating a psychologically safe environment isn't a one-off task; it's an ongoing commitment. Some best practices I can recommend: - Encourage Open Communication: Make it clear that every voice matters. Regular feedback sessions and open-door policies can help. - Lead by Example: Show vulnerability as a leader. Admit your own mistakes and ask for feedback. It signals to your team that it’s okay to be human. This is the most difficult, I know. You might need your therapist to help you out. 😂 - Prioritize Employee Input: Actively seek and value your team’s input and suggestions. It demonstrates that their perspectives are essential for the company’s success. Now it’s your turn. Take these steps and start creating a safe space for your team to thrive. Let’s make it happen. What strategies have you used to foster psychological safety in your team? Share your experiences in the comments below! If you found this article helpful, don’t forget to like and share it with your network. #Leadership #TeamBuilding #PsychologicalSafety #WorkplaceCulture #Innovation

There’s a right way and a wrong way to be vulnerable at work. Leading with vulnerability is one of the most powerful things you can do as a leader—but only if it's done with intention. That’s why I created The Vulnerable Leader Wheel, a simple but powerful framework that helps leaders assess how and when to be vulnerable so it has the highest chance of being received the right way and creating a positive impact. Here’s the truth: vulnerability without clarity can lead to confusion, discomfort, or even harm. But when you approach vulnerability with these five elements in mind—Intention, Who, When, Tone, and Professionalism—you move from just “being open” to creating meaningful connection, trust, and growth. 🎯INTENTION: Why are you sharing this? What’s the purpose—connection, learning, growth? 🧑🤝🧑 WHO: Are you sharing with someone you trust and who has the capacity to receive your vulnerability well? ⏰ WHEN: Is this the right time? Vulnerability blurted out in the wrong moment can do more harm than good. 🎙️ TONE: Are you coming across with authenticity, or could your words be misinterpreted? 🏛️ PROFESSIONALISM: Are you still showing up in a way that’s appropriate and respected for your role? Even some of the most respected CEOs and leaders I’ve interviewed told me they use this intuitively—as a quick mental check to decide how much of themselves to bring forward in a given moment. 🔁 Vulnerability is not weakness. It’s strategic, powerful, and deeply human—when done thoughtfully. 🧠 Before you share, walk through the wheel. 📌 Save this post and share the image below with your team—it could change the way you lead forever. #Leadership #Vulnerability #FutureOfWork #EmotionalIntelligence #AuthenticLeadership #ExecutivePresence

Vulnerability isn’t a weakness—it’s a strength that helps us build trust and foster stronger teams. As leaders, it’s crucial that we’re open to feedback and show vulnerability in our decision-making. We demonstrate adaptability and lead by example by being receptive to input and admitting when we don’t have all the answers. Over the years, prioritizing vulnerability has helped me build a more empathetic and open culture where feedback is not only welcome but encouraged. This openness enables resilience within the team, allowing everyone to feel heard and empowered to contribute. When we build trust through transparency and constructive feedback-giving, we create stronger, more communicative workplaces where everyone can thrive.    How do you encourage your team to practice vulnerability?