How do you feel about being vulnerable? Do you see it as a weakness? Does the thought of it make you uncomfortable? Or maybe you just don’t know how to be vulnerable in a way that still feels professional.

Today, we’re breaking it all down and figuring out how vulnerability can actually make you a stronger, more effective leader. Let’s dive in!

Why Vulnerability Matters in Leadership

Brené Brown, a leading researcher on vulnerability, calls it “the birthplace of innovation, creativity, and change.” Think about that for a moment. If we want our teams to take risks, share ideas, and bring their full selves to work, we have to model that first. Vulnerability creates safety, and when people feel safe, they step up, speak out, and contribute at a higher level.

Here’s the thing: leaders often feel pressure to appear strong, competent, and in control. I’ve been there myself. When I first stepped into leadership at 27, I thought any sign of weakness would give people a reason to doubt me. I believed I had to have all the answers, and if I didn’t, my team would lose confidence in me. But looking back, I realize that was insecurity talking.

What I didn’t know then was that people don’t connect with perfection—because it’s not real. Authenticity wins every time. Your team can see through a polished facade, and the more you try to maintain it, the harder it becomes to earn their trust.

So how do we lead with vulnerability in a way that fosters connection and strengthens leadership? Let’s break it down into four key actions.

1. Admit Mistakes Openly

Owning your mistakes is powerful. Instead of covering them up, say, “I got that wrong. Here’s what I’m learning from it.” This not only builds trust but also sets the example that mistakes aren’t failures—they’re opportunities for growth.

And here’s the reality: as a leader, the buck stops with you. Even if you weren’t directly responsible for an error, taking ownership shows maturity and earns respect. More importantly, it creates an environment where your team feels safe admitting mistakes, too—without shame or fear.

2. Ask for Help and Input

Do you feel the pressure to have all the answers? I remember dreading staff meetings early in my leadership journey, fearing someone would ask me something I didn’t know. But here’s the truth: when leaders try to go it alone, they isolate themselves and stifle their team’s potential.

Instead, try saying, “I’d love your perspective on this,” or “This is where I am—will you help me figure this out?” You’ll be amazed at how much more engaged and collaborative your team becomes when they feel valued in decision-making.

3. Share Personal Stories (But Keep It Professional)

Vulnerability doesn’t mean oversharing every personal detail of your life. It simply means letting your team see the real you. Share a challenge you’ve faced, a lesson you’ve learned, or even something small that makes you human.

A great way to start? Spend the first 10 minutes of team meetings building connection through storytelling. Need help structuring those conversations? Grab this free guide at heykaralist.com/kickoff for a simple template to create meaningful team discussions.

4. Create a Culture of Psychological Safety

This one isn’t just about you being vulnerable—it’s about fostering an environment where your team feels safe enough to be real, take risks, and make mistakes.

How do you respond when someone on your team offers an idea? If your first instinct is to point out why it won’t work, they’ll eventually stop speaking up. Instead, practice curiosity: “That’s an interesting approach! Let’s explore this more—what are your thoughts on how we can make it work?”

I’ve worked under leaders who shut down ideas with immediate dismissal. After a few times, I stopped sharing altogether. You don’t have to say yes to every suggestion, but responding with openness keeps the creative flow going and builds a culture of trust.

Overcoming Common Fears About Vulnerability

If leading with vulnerability feels risky, I get it. Let’s address some of the biggest fears:

“I’ll look incompetent.” Nope. Vulnerability doesn’t mean you don’t know what you’re doing. It shows confidence and courage because only secure leaders admit they don’t have all the answers.

“I’ll lose authority.” Actually, it’s the opposite. People don’t follow titles—they follow trust. And trust is built when you’re honest and real, not when you appear untouchable.

“I don’t want to be too emotional.” Vulnerability isn’t about turning team meetings into therapy sessions. A good rule of thumb? Share your scars, not your wounds. If you’re in the middle of a struggle, process it first before sharing. Once you’ve gained insight, then it’s a powerful lesson to pass on.

Real-World Example: Arianna Huffington’s Story

Arianna Huffington, founder of The Huffington Post, learned this the hard way. In 2007, after pushing herself to the brink, she collapsed from exhaustion. Instead of hiding it, she openly shared her experience and used it to spark a conversation about work-life balance. Her vulnerability didn’t make her look weak—it made her a more powerful, impactful leader.

Your Challenge This Week

Reflect on the last time you led with vulnerability. If it’s been a while, challenge yourself to find an opportunity this week.

• Own a mistake.

• Ask for input from your team.

• Share a personal story.

Vulnerability is one of the most powerful tools you can use as a leader. It sets you apart and builds trust, connection, and engagement within your team.