Vulnerability as a performance factor

I’m a lifter. I love moving heavy weights in the gym and getting stronger. It’s been the single best thing for my confidence, and it’s physically been beneficial as well. But something that I wasn’t expecting is how much great it’s been for my mental health. I go to a CrossFit-type gym called Madabolic, and the workouts are small classes. I generally go the same time every day, so I’m around the same folks and we get to hang out at lunch for an hour while doing something good for our bodies.

I used to work out alone in a big box gym. It was difficult to form relationships with people and it’s a solitary existence. As someone who works overwhelming from home, by myself, it wasn’t that big of a deal to me. But it wasn’t until I started going to Madabolic that I really felt the biggest, most surprising mental health benefits. I contribute that partially to the workouts being so effective, but mostly to the community I built there. I made friends, and I get to spend time with them multiple days a week.

We need each other. We need human connection to be our best. Even the quiet ones, the shy ones, the introverts, the “loners”: we all need to feel like we are a part of something bigger than just us. And that’s what going to the gym does for me. Walking into that gym the first time was intimidating; I’m naturally a bit shy and introverted, so big groups freak me out. But taking that step – being openly vulnerable and trying something new – was one of the best decisions I’ve ever made.

Vulnerability and performance – both individually and on the team level – are direct channels to each other. To build high performing individual on a comparable team, you must prioritize vulnerability. Why? It improves collaboration; encourages honesty which results in trust; and fosters emotional transparency.

Why does vulnerability improve performance?

The data is clear on this: when teams collaborate effectively, they do better work. In fact, a Deloitte study showed that employees who collaborate are 56 percent more satisfied with their work and 60 percent more innovative. According to Zippia, companies can reduce employee turnover by 50 percent if they promote communication and collaboration on their teams.

But what does collaboration have to do with vulnerability? And how can vulnerability be a key performance factor?

Vulnerability encourages honesty. And when we show honesty when we’re struggling with something, it’s an incredibly powerful tool. We’re trained to show strength – “fake it until you make it” – no matter what. If we’re having a mental health crisis? Be strong. Imposter syndrome? Be brave. Even our empowerment messaging encourages us to keep up appearances so we’re not seen as weak or less than.

But to really unlock the full power of collaboration, transparency needs to take center stage. For that to thrive, however, there must be some level of psychological safety. When people feel safe to speak up without risk of punishment or humiliation, they are more willing to take creative risks while also sharing their perspectives without fear of consequence. Creativity and empathy are both key drivers of highly collaborative teams.

My career really exploded when I started being vulnerable. Sure, being openly vulnerable helped me better connect with those in my path. But another thing happened: I got more comfortable in my abilities and, therefore, more confident. Once you stop being afraid of things that make you feel small, so many more things feel possible. And a big part of letting go of the fear was letting myself off the hook for how long I let that fear take hold over my decisions.

Forgiving myself for how deeply impacted I was by stuttering was one of the hardest choices I’ve ever had to make. But it’s also one of the most valuable. I wouldn’t have been able to take even one step forward if I didn’t first reflect on the journey to this point. I had to accept the choices I’d made and let go of the pain and embarrassment they caused. This process needs to be the same for teams looking to boost performance.

How does vulnerability drive performance?

Forgiveness is a key driver for teams that thrive in collaborative settings. Being quick to apologize is the first step, and it requires trust and accountability; but being quick to forgive means listening with empathy. According to University of Michigan researcher Kim Cameron, a culture that prioritizes forgiveness can expect increased productivity and less turnover. Good cultures breed trust, and those cultures prioritize forgiveness.

Conflict is unavoidable. We’re human, we disagree. And that’s okay. The issue, however, comes when we attempt to circumvent that conflict entirely. Conflict avoidance is also solution avoidance. So, the key to real forgiveness is not forgetting; it’s dialogue. If we don’t sincerely discuss issues, they fester. They grow beneath the surface causing resentment. People become less engaged because they don’t trust each other anymore. Low employee engagement results in less emotional connection and teams that are less likely to be productive.

Trust and forgiveness are inextricably linked. It’s difficult to forgive someone you don’t trust, and it’s nearly impossible to trust someone who refuses to forgive. Both trust and forgiveness are acts of vulnerability in that they involve hope. Hope that others will listen with empathy; that they’ll be honest and not manipulative; and that they’ll allow us to make mistakes and take risks without judgement.

The highest performing teams aren’t always going to agree, but they resolve conflict effectively because they trust each other and know how to move forward. They are open with one another which means they can develop an action plan; work better as everyone knows strengths and weaknesses; and create a safe space for solutions to materialize.

What can you do today to improve team performance with vulnerability

Be transparent

We've talked about honesty quite a bit today, but it's worth mentioning again: individuals and teams that are transparent are more productive, more engaged and more successful.

So today, instead of silently struggling, let someone know what's going on. Ask someone for help. And be up front with what you need to best be successful in this current system. Just because something has been done one way for a long time, it doesn't mean that's the only way it can be done.

Have open lines of communication

Remember to forgive and discuss, not forgive and forget. Discuss what went wrong, and where exactly the system failed. Discuss how you can do better the next time, and if there's anything the team can do to avoid this mistake in the future.

And always be sure to discuss ways to help those who are struggling: why they are lagging behind, what is their biggest pain point, and how the team can help them be a more effective collaborator.

Sharon Steed is a keynote speaker, author and founder of Communilogue, an empathy consultancy. She teaches audiences the key empathy behaviors necessary to retain top talent as well as improve individual and team performance. A lifelong stutterer, Sharon uses her speech impediment to both teach what empathy is and to inspire audiences to engage in empathy actions daily. Head to her website to learn more about her work, and follow her on LinkedIn where she shares daily updated on making empathy actionable and vulnerability at work.