Leadership Vulnerabilities You Must Address Now

Leadership Vulnerabilities You Must Address Now

Do you think leadership vulnerabilities are incapability, underperformance, and political isolation? Those are the symptoms of a much deep-seated problem. We believe that leaders must know all the answers, make the right decisions, and say the correct words. The best managers choose humility over arrogance, accept their imperfections, and build on them. In this Harvard Business Review article, Walt Rakowich shares how to address leadership vulnerabilities.

Letting Go of the Fears

You will find several leadership guides telling you how displaying your softer side makes your team bond more with you. In reality, we all do just the opposite—show our tough exterior to people, especially to the subordinates. Humans need a secure environment, a sense of belonging, so they seek relationships wherever they go. They also resonate well with leaders that have undergone similar experiences in life. So, here are the leadership vulnerabilities you must address:

Share Personal Anecdotes

One of the leadership vulnerabilities is not having a personal connection with people that work for you. Make it a point to meet employees that help make your visions come true. Take an interest in their ideas or career goals, share some laughs, and discuss your experience. Neuroscientists discovered that talking reduces fears, misunderstanding, and resentment among the parties.

Trust More

Have you redirected assignments to another team member because the former teammate made a wrong decision? Do your teams have to consult you every step of the way? The leadership vulnerabilities that are working here are anxiety and superiority. Let them be wrong and find out the real solutions on their own. You might get some frowns from upper management, but your trust in the teams will go a long way.

Let Others Talk

It is your job to channelize the right energy as well as ideas. If your team member comes up with ideas, do not hijack their conversation flow or dismiss them. Let them speak their mind, and then you can add further to the conversation. Discuss and refine the proposal further. It will encourage other team members to brainstorm innovative ideas.

To view the original article in full, visit the following link:  https://hbr.org/2020/10/ceos-dont-let-fear-and-paranoia-sink-your-leadership

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