Ever wonder why some of the world's most successful CEOs have coaches? Even at the peak of their careers, leaders like Sheryl Sandberg, Jeff Bezos and Steve Jobs sought guidance from trusted advisors. Why? Because they understood a powerful truth: great leadership isn't about having all the answers - it's about knowing when to ask for help.

When was the last time you openly admitted to your team that you needed support? If that question makes you uncomfortable, you're not alone. Many leaders fear that seeking help makes them appear weak. But what if the opposite is true?

I've spent over four decades in leadership roles, and here's something I believe to be true: real leadership power doesn't come from appearing perfect - it comes from being authentic about our strengths and weaknesses.

The Question that Changed Everything

Let me share something that transformed my leadership journey. Early on, I thought leaders needed to project unwavering confidence. I worked hard to maintain this image until a mentor asked me a simple question: "Who would you trust more - someone who claims they never make mistakes, or someone who's open about their challenges and mistakes and how they overcame them?"

That question had a profound effect on my perspective.

What I believe is that when you tell your team, "I'm working with a coach to become better," you're not showing weakness, you're demonstrating commitment to growth. You're showing that it's okay to be human, to seek improvement, to be vulnerable.

When I started working with an executive coach as a first time CEO at Arqana Technologies, I wrestled with a decision that gave me a lot of anxiety—should I be transparent about this professional development journey with my organization?  Well, despite my anxiety, I took the plunge—and the outcome was more than I expected.  Team members started seeking out mentorship opportunities because they felt truly safe admitting they needed help.  Authentic conversations increased leading to better problem identification and solution development.  Everyone embraced a culture that valued learning and supported each other. Suddenly, people weren't just dipping their toes in the water—they were diving into new ideas, ultimately driving innovation. What started as my nervous decision completely transformed our culture, establishing a foundation for something special.

If you're a leader who never shows vulnerability, what message does that send to your team? Aren't you implicitly telling them they need to be perfect too?

The Triple Impact of Vulnerable Leadership

  • Building a Culture of Trust: When leaders are open about their challenges and uncertainties, it creates a culture of trust and transparency. Team members are more likely to share their own ideas and concerns, leading to improved collaboration and innovation.
  • Enhancing Team Resilience: Vulnerable leaders model resilience by demonstrating how to navigate setbacks and failures. This inspires team members to adopt a similar mindset, fostering a resilient organizational culture.
  • Encouraging Authenticity: By embracing vulnerability, leaders encourage authenticity among their team members. This leads to a more inclusive and diverse workplace, where individuals feel valued for their unique contributions.

But here's an important point: vulnerability doesn't mean sharing everything. It means being thoughtful and authentic about what you share and why. It's about creating psychological safety while maintaining appropriate professional boundaries.

The most effective leaders understand this balance. They know when to share their challenges to inspire others, when to ask for help to model growth, and when to maintain professional distance to ensure effective leadership.

Four Simple Steps to Get Going

  1. Share specific learning moments, not just generic admissions
  2. Connect your growth journey to business outcomes
  3. Create structured opportunities for team members to seek guidance
  4. Establish clear boundaries between vulnerability and oversharing

Remember: Being open about seeking help isn't a sign of weakness - it's evidence of your commitment to growth. After all, if someone like Jeff Bezos employed a coach to excel, why shouldn't we all embrace that path to improvement?

Want Help?

As an executive coach, I'm passionate about helping CEOs and emerging business leaders harness vulnerability as a strategic tool for authentic leadership. My personalized coaching sessions focus on your individual needs, providing the guidance and support necessary to embrace vulnerability effectively.

If you're interested in exploring how vulnerable leadership can transform your organization, let's connect at bradhenderson@me.com