The Power of Real Leadership: How to Be Vulnerable and Credible at the Same Time

Marlo Lyons
Jan 21
3 min read

Every day, leaders are told to “be more vulnerable.” But few are told how to do that without losing credibility.

If you’ve ever wondered how to be vulnerable at work without oversharing, breaking down, or appearing weak, you’re not alone. Many high-performing professionals, especially those in leadership development programs or executive roles, struggle with this exact balance.

But real leadership requires both. Vulnerability builds connection. Credibility builds confidence. Together, they create the foundation for trust and influence.

Vulnerability Is Courage, Not Confession

Being vulnerable in leadership doesn’t mean spilling every detail of your personal life or showing up in tears to a team meeting. It means having the courage to show your authentic self, to admit when you don’t know something, to share lessons from mistakes, and to let people see the human behind the title.

When you’re vulnerable at work, you signal to others: You don’t have to be perfect here either. That’s powerful. It fosters psychological safety, deeper trust, and a culture where people are more willing to share ideas and take smart risks.

Credibility Is the Counterbalance

But vulnerability without credibility can feel like chaos. People might relate to you, but they won’t necessarily follow you. Credibility is what gives your vulnerability weight. It’s your competence, track record, and ability to deliver results.

Credibility tells others: You can trust me not just emotionally, but professionally.

When you combine vulnerability with credibility, people don’t just like you, they believe in you. That’s the secret to effective leadership.

Three Ways to Be Vulnerable Without Losing Credibility

1. Share Lessons, Not Just Struggles

Being real doesn’t mean unloading your emotions in raw form. Frame your story around what you learned.

Instead of saying: “We all miss deadlines sometimes.”

Try: “When I missed a deadline early in my career, I learned how critical it is to ask for help sooner.”

You’re being authentic, but you’re also showing growth, perspective, and professionalism and these are key markers of credible leadership.

2. Admit What You Don’t Know And Then Follow Up

Saying, “I don’t have the answer yet, but I’ll figure it out,” shows humility without sacrificing authority. It demonstrates accountability and models learning in real time. The key is to close the loop by sharing what you discovered later.

That’s how leaders build trust, by combining honesty with follow-through.

3. Model Healthy Boundaries

Leading with vulnerability doesn’t mean leading without limits. Share what’s appropriate and relevant. Don’t overshare personal drama or vent about home life. Instead, show your values through boundaries.

For example: “I can’t attend that meeting in person, but I’ll join virtually. It’s important for me to be home by six for dinner with my family.”

This communicates that you honor both your priorities and your professional commitments. That’s real credibility.

What I Learned the Hard Way

When I first became a team leader, I thought effective leadership meant being unshakable and never letting my team see me hesitate or struggle.

But over time, I realized my team didn’t need a flawless leader. They needed a real one. The moments that built the most trust weren’t when I had all the answers. They were when I said:

“I’m nervous too." and “Let’s figure this out together." and “Here’s what I learned from that mistake.”

Vulnerability opened the door. Credibility kept the team walking through it. That combination created loyalty, engagement, and performance I couldn’t have commanded through authority alone.