For years, the image of a “strong leader” was etched in sharp lines—unshakeable, invincible, always on. As a female CEO, I felt the pressure to conform to this archetype doubly so, battling not just market forces but also the unspoken expectation to be effortlessly perfect. Then, I discovered my most transformative leadership tool: vulnerability.
This isn’t about oversharing or seeking sympathy. It’s about the courageous choice to be human first, leader second. It’s about modelling that mental health isn’t a sidebar to success—it’s its foundation.
Why Vulnerability is a Strategic Strength
The old paradigm equated vulnerability with weakness. In today’s workplace, especially post-pandemic, it’s the opposite. When I chose to be open about my own journey—whether it was the exhaustion of decision fatigue, the need for a “mental health day,” or simply admitting “I don’t know, but we’ll figure it out”—something shifted.
- It Builds Radical Trust: My team stopped seeing a façade and started seeing a person. This authenticity fostered a deeper, more meaningful trust. People don’t follow titles; they follow humans they believe in.
- It Creates Psychological Safety: By going first, I gave my team permission to be real. It signaled that it was okay to not be okay, to ask for help, to set boundaries. Innovation and honest feedback cannot thrive in an environment of fear.
- It Reduces the “CEO Pedestal”: By demystifying the struggle, I prevented my own isolation and showed my team that leadership is a learnable skill, not a state of invulnerable perfection.
Practical Ways I Model Mental Health at Work
Modelling isn’t preaching; it’s practicing in plain sight.
- Language Matters: I consciously changed my vocabulary. Instead of “I’m swamped,” I might say, “I’m protecting my focus today, so I’ll get to that tomorrow.” In meetings, I ask, “How is everyone’s capacity?” not just “What’s the status?”
- Boundaries as Non-Negotiables: I block my calendar for deep work, I take lunch breaks, and I rarely send emails after 7 PM. I communicate these boundaries not as a lack of commitment, but as a necessity for sustained performance. This empowers my team to do the same without guilt.
- Transparent Struggles: When facing a significant challenge, I frame it openly: “This quarter is tough. Here’s what we’re facing. I’m feeling the pressure too, and here’s my plan to navigate it.” This invites collaboration over silence.
- Celebrating the Full Self: We celebrate professional wins, but we also acknowledge personal milestones and hardships. Creating space for the whole person makes people feel valued beyond their output.
The Ripple Effect: Cultivating a Healthier Culture
The impact of this approach has been tangible. We’ve seen:
- A decrease in presenteeism and an increase in genuine, engaged productivity.
- More proactive conversations about workload and support needs.
- A culture where people propose solutions and voice concerns, leading to better risk management and more creative problem-solving.
- Improved retention, as people feel seen and supported as individuals.
The Invitation to Lead Differently
To my fellow leaders, especially women who have been conditioned to prove their strength by hiding strain: Your vulnerability is not a liability; it’s your leadership. It takes more strength to admit you’re learning than to pretend you have all the answers.
By leading with vulnerability, we are not just building healthier companies; we are building a new blueprint for leadership—one where success is measured not just by profit, but by the well-being and resilience of the people who drive it.
The most powerful message you can send to your team is this: I am leading this company, and I am also taking care of myself. And I encourage you to do the same.
It’s time we redefine strength. Let’s lead from a place of wholeness.
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