In many circles, vulnerability is still seen as weakness. Leaders are taught to “never let them see you sweat,” to maintain control, and to project confidence at all costs.
But this myth will cost us a lot—trust, connection, and influence.
Though we believe our perfect image shows calm confidence, it often comes across as fake.
And nobody likes a fake.
The truth is, authenticity is your greatest leadership asset.
When you lead with humility, admit your mistakes, and show up as a real human being, you create space for others to do the same.
That’s when transformation begins.
So how does this work? Being vulnerable as a leader is counterintuitive. I mean, you’d think that if others knew your mistakes, they wouldn’t want to follow you.
So why does being vulnerable as a leader build trust?
1. People Already Know Your Weaknesses
Maxwell recounts a moment when a CEO challenged his advice to be open with employees.
The CEO insisted, “A leader should never appear weak.” Maxwell replied, “You think your people don’t already know your weaknesses? They do. By admitting them, you’re letting them know that you know them.”
This is the paradox of vulnerability…
The more you try to hide your flaws, the less trustworthy you appear.
When leaders try to hide their weaknesses, it creates distance between them and their teams.
People are usually quick to notice when something isn’t being shared openly. This makes it harder for real trust to grow.
Instead of making people feel confident, a leader who hides their flaws may actually make others feel suspicious or worried about being honest themselves.
“We all know that perfection is a mask. The people with whom we have deepest connection are those who acknowledge their weaknesses.”
—Parker Palmer
On the other hand, when a leader is open about their own mistakes or flaws, it sends a clear message: “I’m human, just like you.”
This honesty helps others feel comfortable sharing too, which creates a more open and trusting environment.
Q: Why is vulnerability important in leadership?
A: Vulnerability builds trust. When leaders admit their mistakes, share their stories, and ask for feedback, they create space for connection. As Maxwell says, “Nobody likes a phony.” Vulnerable leadership isn’t weakness—it’s strength rooted in humility and self-awareness.
Vulnerability is not weakness—it’s strength.
Alan Ross defines humility as “knowing and using your strength for the benefit of others, on behalf of a higher purpose.”
This kind of leadership isn’t soft—it’s secure.
It’s the kind of strength that lifts others up rather than pushing them down.
2. You Are Your Message
In leadership, your message is not just what you say. In fact, your message to others is largely made up of your demeanor, values, and daily habits.
Everything that makes you “you” is what adds up together to compile your message to those you lead.
When your team hears you speak, they’re evaluating more than your words, they’re also evaluating your character, your consistency, and your credibility.
Even the most polished communicator can’t maintain a façade forever.
Eventually, your true self will show—onstage, in meetings, in hallway conversations, and in moments of pressure.
So if you want to connect with your team, your message must contain a piece of you.
That means being honest, transparent, and consistent.
3. Connection Begins with Self-Awareness
Before you can connect with others, you must connect with yourself.
That means knowing your strengths, accepting your weaknesses, and being comfortable in your own skin.
Q: What does it mean to lead with authenticity?
A: Leading with authenticity means showing up as your true self—flaws, strengths, and all. It involves being honest about your mistakes, consistent in your character, and transparent in your communication. As John Maxwell teaches, “Connectors live what they communicate.” When leaders are real, trust grows and teams thrive.
A Leader Comfortable in Their Own Skin — Satya Nadella
When Satya Nadella took the reins at Microsoft in 2014, he inherited a company known for its competitive culture and internal silos.
Rather than doubling down on performance metrics or trying to mimic his predecessors, Nadella led with empathy, humility, and authenticity.
He openly shared how raising a child with special needs shaped his leadership philosophy.
In interviews and internal communications, Nadella emphasized the importance of listening, learning, and leading with compassion.
He didn’t try to be someone he wasn’t. He didn’t posture. He showed up as himself, and that changed everything.
Under his leadership, Microsoft shifted from a “know-it-all” culture to a “learn-it-all” culture.
The company’s market value tripled, but more importantly, its internal culture transformed.
“My personal philosophy and my passion … is to connect new ideas with a growing sense of empathy for other people. My approach is to lead with a sense of purpose and pride in what we do, not envy or combativeness.”.”
—Satya Nadella
Nadella’s story is a powerful reminder that authenticity isn’t just good for morale—it’s good for business.
When leaders are comfortable in their own skin, they create environments where others can thrive.
This kind of self-awareness is not self-indulgence—it’s leadership maturity. It frees you to stop performing and start connecting.
Practical Ways to Lead with Authenticity
Authentic leadership isn’t a personality trait. It is a daily practice that you choose to live out and improve.
Here are seven ways to lead with vulnerability and integrity, each grounded in timeless principles and real-world wisdom.
1. Admit Your Mistakes Openly
Don’t wait to be confronted. Own your errors and model accountability.
John Maxwell writes, “To be human is to mess up; to connect, you must fess up.”
When leaders fail to admit mistakes, their message loses credibility and so does their leadership.
However, when you have the kind of honesty to admit your mistakes, that builds trust.
2. Apologize When You’ve Hurt Someone
Apologizing isn’t weakness—it’s wisdom. It shortens the pain and restores dignity.
“If you have to eat crow, eat it while it’s young and tender.”
– Thoms Jefferson
A sincere apology can reset a relationship, especially when delivered promptly and without defensiveness.
It shows emotional maturity and respect.
3. Share Your Story Not Just Your Successes
Let your team see the journey, not just the destination.
Maxwell recounts a moment when he threw out a polished speech and instead shared his failures.
The audience connected deeply with his transparency more than his successes.
“If you want to impact people, don’t talk about your successes; talk about your failures.”
—John Maxwell
Your story—complete with setbacks, doubts, and lessons—is what makes you relatable.
Q: How can I practice authentic leadership in my daily work?
A: Start by owning your mistakes, apologizing when needed, and sharing your journey—not just your wins. Ask for feedback, model the Golden Rule, and let your team see you grow. Authentic leadership is a daily practice of integrity, empathy, and courage.
4. Ask for Feedback and Listen Without Defensiveness
Invite others to speak into your blind spots.
Leaders who don’t ask, “What are we missing?” are often blindsided.
To avoid getting side-swiped by the volatility of the real world, good leaders give their team permission to push back before decisions are made.
Feedback is not a threat—it’s a gift.
It’s how you grow and how your team knows their voice matters.
5. Be Consistent in Your Character
Integrity is built in the small moments. Don’t wear one face at work and another at home.
If your words and actions don’t align, your leadership loses credibility.
Consistency builds trust. Of course, this is not about perfection; rather, it’s about integrity.
6. Model the Golden Rule
Treat others the way you want to be treated, even when it’s inconvenient.
Jim Blanchard’s leadership at Synovus is an inspiring example of this.
As CEO, Blanchard recognized that a simple but profound principle could transform a company from the inside out: the Golden Rule.
Blanchard said he wanted the Golden Rule to be Synovus’s only stated policy and has been quoted saying “the company has only one rule—the Golden Rule.”
This wasn’t merely symbolic. Blanchard and his executive team ingrained the Golden Rule into hiring, performance reviews, and daily decision-making.
Stories circulated among staff: individuals at any level who mistreated colleagues, ignored customer needs, or failed to show respect faced real consequences.
According to Blanchard, about a third of the company’s senior executives were eventually let go because they didn’t embody this principle, regardless of their business acumen or track record.
The company culture held everyone, from the C-suite to the front lines, accountable to a standard that went beyond metrics and profits.
The results spoke for themselves: Synovus earned repeated “Best Companies to Work For” recognition, including #1 on Fortune’s list in 1999.
Additionally, according to American Banker, Synovus achieved superior performance compared to the industry in terms of earnings, loan growth, and deposit growth during the decade leading up to 2003.
Blanchard’s story is a reminder that culture is not just about words on a wall or a manual tucked away in HR.
It is lived daily through consistent actions, tough decisions, and the willingness to prioritize people over processes.
The Golden Rule is more than ethical, it’s strategic. It creates cultures of respect and accountability.
7. Let Others See You Grow
Don’t pretend to have arrived. Show that you’re still learning.
In the 15 Laws of Personal Growth, John Maxwell writes, “Leadership and learning are indispensable of each other.”
He encourages leaders to live in the challenge zone—not the comfort zone.
When your team sees you growing, they’re inspired to grow too. Vulnerability in learning is contagious.
The Risk That Changes Everything
If you want to lead with impact, take the risk of being real. Your team doesn’t need a perfect leader. They need a present one.
Authenticity in leadership isn’t about having all the answers, but about being open and approachable—especially when the path forward is uncertain.
When leaders are honest about their challenges and transparent about their growth, they foster trust and cultivate an environment where others feel safe to admit mistakes and pursue improvement.
And if you’re looking for ways to create a leadership culture in your organization that boosts performance and multiplies your impact, let’s schedule a time to talk!