Building Trust Through Vulnerability
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This quarter, we’re focused on one essential leadership discipline: Trust.
When organizations talk about trust, they often mean reliability — delivering on time and as promised. Reliability matters. But high-performing teams require something deeper: vulnerability-based trust.
This is the kind of trust where people can say:
“I don’t know.”
“I need help.”
“I made a mistake.”
Today it’s often called psychological safety. When it’s present, teams challenge ideas and solve problems faster. When it’s absent, people self-protect.
The good news? Trust can be built intentionally.
This Month’s Leadership Tip
At your next team meeting, set aside 15–30 minutes for a simple exercise called Personal Histories.
The leader must go first, then everyone else answers:
Where did you grow up?
How many siblings do you have, and where do you fall in the birth order?
What is one meaningful challenge from your childhood that shaped you?
The goal isn’t therapy — it’s perspective.
Appropriate vulnerability builds connection.
After everyone shares, ask each person to name one new thing they learned about someone else.
It’s simple. And it works.