What Happens When Leaders Stop Pretending to Be Perfect?

Welcome to Love Mondays More the weekly LinkedIn newsletter that delves deeper into the ideas and concepts driving my Love Mondays email newsletter series .

Why ‘Love Mondays’? Mondays are often the low part of the week, earning the title of “worst day of the week” by the Guinness World Records. So I aim to provide a 4-minute caffeine hit of content to fire up the other 10,076 minutes of your week and stave off the Monday malaise. Don’t just live Mondays, Love Mondays!

We’ve all heard the saying, "You never know what someone is going through." And it’s true—people all around us are wrestling with unseen challenges.

Consider the recent example of Australian meteorologist and weather presenter Nate Byrne . Recently he found himself in a pretty intense situation when he experienced a panic attack while presenting live on air . This wasn’t the first time Nate had faced this challenge, and his prior experience gave him the awareness to recognise what was happening—and the presence of mind to know what to do next.

And what Nate did next was a masterclass in self-leadership. Instead of masking his discomfort or pushing through in silence, Nate knew he had to hit pause, acknowledge what was happening, and ask for support. He handed the reins to a colleague who gracefully took over, ensuring the show continued without missing a beat, and viewers were encouraged to read Nate’s story—opening up a conversation about what he, and so many others, experience in these moments.

The thing is Nate is human, just like the rest of us. And at the end of the day, it doesn’t matter if you’re leading a team or just starting out—being human is universal. We all have our struggles, fears, and moments of vulnerability. So why pretend otherwise? For far too long, we’ve celebrated leaders who never seem to crack, who are always in control and never falter.

But what if real strength isn’t about never stumbling, but about owning our challenges and using them to grow and lead in a more authentic way?

3 Practical Strategies for Leaders to Embrace Vulnerability

Leadership is evolving, and it’s about time! Gone are the days of the untouchable, all-knowing boss. Today, we’re seeing a shift towards a more genuine, human approach—one that values openness and vulnerability.

“A leader, first and foremost, is human. Only when we have the strength to show our vulnerability can we truly lead.”?- Simon Sinek

Leaders who foster true vulnerability create psychologically safe environments where people feel free to be themselves. In these spaces, authenticity thrives, encouraging creative risks, open perspectives, and valuable contributions—all built on a foundation of trust and inclusion.

However, it’s one thing to talk about vulnerability; living it is another story. According to DDI’s 2023 Global Leadership Forecast , 24% of senior leaders say they allow themselves to be vulnerable at work, and 48% say they acknowledge their shortcomings. But their teams don’t see it that way—only 13% of their direct reports agree that their leaders are genuinely willing to be vulnerable, and just 26% believe those leaders truly acknowledge their flaws.?

It’s understandable why leaders hesitate—embracing vulnerability can feel like stepping into the unknown. How do you show vulnerability without losing your authority?

The key is to remember that vulnerability isn’t about airing your struggles without taking responsibility. It’s about pairing honesty with action. Take Nate, for example—he didn’t just acknowledge his anxiety; he actively works with professionals to manage it. And by being open and proactive, Nate is broadening understanding and paving the way for a more supportive and empathetic workplace.

It's also a shining example of self-leadership in action—something I devoted the entire first half of my book The Leading Edge to. Nate’s ability to recognise when he needs help, take responsibility for his well-being, and seek out support is a perfect example of what self-leadership looks like. By leading himself first, he’s setting the standard for what it means to be an effective leader for others.

So, how can you start embracing vulnerability in your daily leadership? Here are three ways to get started:

1. Show your scars, but show you’re okay

My dear friend and incredible comedian, the late Cal Wilson, had a lot to teach me about vulnerability in storytelling. She used to say that as a storyteller, "People want to see your scars, but they also want to know you’re okay." I think that’s a vital part of bringing authentic vulnerability to your leadership while still showing confidence—people need to see that you’ve been through something and that you’re still standing.

Start by being more open in the relationships where you feel the greatest trust, then challenge yourself to expand from there. It can also be helpful to look at the behaviours you’re trying to encourage in your team (e.g., more experimentation) and consider whether there’s an example your vulnerability could provide to make following less scary.

Maybe you can share a story about when things didn’t go as planned and what you learned from it. Or you might shake things up by running a design sprint or a rapid ideation session.

When was the last time you opened up about a challenge you were facing at work??

2. Make space for empathy

Vulnerability is a two-way street. Yes, it’s important to be open about your own challenges, but it’s equally important to create space for your team to do the same. Active listening and empathy are your best friends here.

When your team knows you’re there to listen and support them, it builds a foundation of trust and stronger connections. Ensure you’re fully present during conversations, reflecting on what you hear to ensure understanding and following up on concerns to show that you’re committed to their well-being. Empathy helps your team feel understood and supported, encouraging them to be more open and honest with you.

How do you currently create space for your team to share their struggles? Is there room for improvement?

3. Normalise asking for help (it’s a power move not a weakness)

When I embarked on my ‘Year of Fear’ one of my most significant personal evolutions was developing a comfort with three words we’re largely terrified to say: ‘I don’t know’, closely followed by ‘Can you help me?’ It’s deceptively simple and yet, profoundly powerful. I often remind myself that the volume of what I don’t know far outweighs what I do—and probably ever will. But acknowledging that doesn’t make it any easier.?

Asking for help can feel like a vulnerable act, but it’s essential for personal and professional growth. By normalising this behaviour, you empower your team to do the same.

Is there something you’re struggling with right now that could benefit from asking for help?

In today’s world, where the lines between personal and professional life are increasingly blurred, the ability to lead with vulnerability is more important than ever. So, what’s one step you can take this week to lead with more vulnerability?

P.S. I’m fired up for Energy Disruptors , which is just around the corner in October! As a bit of fun, I’m sharing an interview I did with my good friend Adam Grant at EDU 2022—only this time, it’s with him as a hologram. We dive into the power of rethinking and how real growth isn’t just about embracing new ideas, but also about rethinking old ones.

It’s a must-watch if you want to learn how to evolve your thinking and stay ahead. Watch here and enjoy!