Vulnerable Leader Quotes

strip a city of its leaders, journalists, and cultural examples and you will control an ignorant and vulnerable population. Do you understand now?

Now do you understand why I'm interested in you? You're a locked door, sweetheart. You give no one a key and you never answer the door when anyone knocks...Ah, but sometimes, sometimes I get a peek through the keyhole and what I find there...It's like glimpsing you as you're stripping. Underneath all of that darkness is something hungry, something desperate, something, oh, so deliciously vulnerable.

The Christian leader of the future is called to be completely irrelevant and to stand in this world with nothing to offer but his or her own vulnerable self.

The Christian leader of the future is called to be completely irrelevant and to stand in this world with nothing to offer but his or her own vulnerable self. That is the way Jesus came to reveal God's love. The great message that we have to carry, as ministers of God's Word and followers of Jesus, is that God loves us not because of what we do or accomplish, but because God has created and redeemed us in love and has chosen us to proclaim that love as the true source of all human life.

I'm thinking about Enzo, the way he used to be. The hard look in his eyes as he trained me, and then the vulnerability I saw in him whenever we were alone. I don't need to push Sergio to know that Raffaele had asked Enzo to kill him, just as he did to me. Enzo had spared us both. He had been such a strong leader, such a natural crown prince. He would have been an admirable king.

The most transformative and resilient leaders that I’ve worked with over the course of my career have three things in common: First, they recognize the central role that relationships and story play in culture and strategy, and they stay curious about their own emotions, thoughts, and behaviors. Second, they understand and stay curious about how emotions, thoughts, and behaviors are connected in the people they lead, and how those factors affect relationships and perception. And, third, they have the ability and willingness to lean in to discomfort and vulnerability.

Law and order is a social service. Crime and the fear which the threat of crime induces can paralyse whole communities, keep lonely and vulnerable elderly people shut up in their homes, scar young lives and raise to cult status the swaggering violent bully who achieves predatory control over the streets. I suspect that there would be more support and less criticism than today's political leaders imagine for a large shift of resources from Social Security benefits to law and order - as long as rhetoric about getting tough on crime was matched by practice.

The only way for the leader of a team to create a safe environment for his team members to be vulnerable is by stepping up and doing something that feels unsafe and uncomfortable first. By getting naked before anyone else, by taking the risk of making himself vulnerable with no guarantee that other members of the team will respond in kind, a leader demonstrates an extraordinary level of selflessness and dedication to the team. And that gives him the right, and the confidence, to ask others to do the same.

This notion that the leader needs to be “in charge” and to “know all the answers” is both dated and destructive. Its impact on others is the sense that they know less, and that they are less than. A recipe for risk aversion if ever I have heard it. Shame becomes fear. Fear leads to risk aversion. Risk aversion kills innovation.

The secret killer of innovation is shame. You can’t measure it, but it is there. Every time someone holds back on a new idea, fails to give their manager much needed feedback, and is afraid to speak up in front of a client you can be sure shame played a part. That deep fear we all have of being wrong, of being belittled and of feeling less than, is what stops us taking the very risks required to move our companies forward. If you want a culture of creativity and innovation, where sensible risks are embraced on both a market and individual level, start by developing the ability of managers to cultivate an openness to vulnerability in their teams. And this, paradoxically perhaps, requires first that they are vulnerable themselves. This notion that the leader needs to be “in charge” and to “know all the answers” is both dated and destructive. Its impact on others is the sense that they know less, and that they are less than. A recipe for risk aversion if ever I have heard it. Shame becomes fear. Fear leads to risk aversion. Risk aversion kills innovation.

If you’re not uncomfortable in your work as a leader, it’s almost certain you’re not reaching your potential as a leader.” As

Our ability to be daring leaders will never be greater than our capacity for vulnerability. Once we start to build vulnerability skills, we can start to develop the other skill sets.

A willingness to be exposed and vulnerable. One of the major limitations of imagination’s fruits is the fear of standing out. It is more than a fear of criticism. It is anxiety at being alone, of being in a position where one can rely little on others, a position that puts one’s own resources to the test, a position where one will have to take total responsibility for one’s own response to the environment. Leaders must not only not be afraid of that position; they must come to love it.

magine a trust in yourself, or another person, or in life itself, that doesn’t need to be proved or demonstrated, that is able to contain uncertainty. People sometimes put their trust in a spiritual leader and are terribly betrayed if that person then fails to live up to ideals. But a real trust of faith would be to decide whether to trust someone, knowing that betrayal is inevitable because life and personality are never without shadow. The vulnerability that faith demands could be matched by an equal trust in oneself, the feeling that one can survive the pain of betrayal.

Perfection, in the form of a flawless stream of words delivered with cool composure, is never as persuasive as realness. An impassioned but imperfect speech, which shows you care too much to hide flaws, is far more compelling.

I am deeply convinced that the Christian leader of the future is called to be completely irrelevant and to stand in this world with nothing to offer but his or her vulnerable self... to enter into a deeper solidarity with the anguish underlying all the glitter of success and bring the light of Jesus there.

It is the rare leader who actively tries to improve the lives of his most vulnerable people. The usual condition of monarchs is to take bribes, reign over a slow tumble into chaos, and deflect blame.” —ARNO TUUTTI, in The Unexpected Insouciance of Anarcho-Syndicalism

To be strong I must first admit that I am weak. And that requires some of the greatest strength imaginable.

It is hard for leaders to listen well because it requires us to be vulnerable, to risk our superior position.

It is hard to determine what is most disturbing about this book—the devious and immoral tactics used by leaders and recruiters to get women to join the military, the terrible poverty and personal violence women were escaping that lead them to be vulnerable to such manipulation, the raping and harassing of women soldiers by their superiors and comrades once they got to Iraq, or the untreated homelessness, illnesses and madness that have haunted women since they came home. The Lonely Soldier is an important book, a crucial accounting of the shameful war on women who gave their bodies, lives and souls for their country.

When religious leaders leverage our fear and need for more certainty by extracting vulnerability from spirituality and turning faith into "compliance and consequences," rather than traching and modeling how to wrestle with the unknown and how to embrace mystery, the entire concept of faith is bankrupt on its own terms.

The big challenge for leaders is getting our heads and hearts around the fact that we need to cultivate the courage to be uncomfortable and to teach the people around us how to accept discomfort as a part of growth. For

To the narcissistic sociopath, a sexual experience is not about sex; it's about having complete control over his victims. They satisfy their sick compulsions by preying on vulnerable victims who they feel can most easily be manipulated and are least likely to expose their crimes. Warren needed the FLDS even more than the rebel religion needed a leader. His specialized psychosis was dependent on a unique religious hook that just would not work in the general population. In the outside world, he would never have been able to convince anyone to take him seriously. But with the FLDS predilection for blind religious obedience and submission to authority, he had the willing, captive audience that he needed, like a scientist needs labs rats.

Seth Godin writes, “Leadership is scarce because few people are willing to go through the discomfort required to lead. This scarcity makes leadership valuable.…It’s uncomfortable to stand up in front of strangers. It’s uncomfortable to propose an idea that might fail. It’s uncomfortable to challenge the status quo. It’s uncomfortable to resist the urge to settle. When you identify the discomfort, you’ve found the place where a leader is needed. If you’re not uncomfortable in your work as a leader, it’s almost certain you’re not reaching your potential as a leader.

I leave you with the image of the leader with outstretched hands, who chooses a life of downward mobility. It is the image of the praying leader, the vulnerable leader, and the trusting leader. May that image fill your hearts with hope, courage, and confidence as you anticipate the new century.

It would be a dire miscalculation to assume Jehovah doesn’t hate individuals. Paul made this clear at Ro 9:13. Hosea made this clear at Ho 9:15. Amos made this clear at Am 6:8. Jehovah hates anyone harming His sheep and loves those helping His sheep. Jesus advocated hatred for those who Jehovah hated. pg 39

The drug dealer, the ducking and diving political leader, the wife beater, the chronically “crabby” boss, the “hot shot” junior executive, the unfaithful husband, the company “yes man,” the indifferent graduate school adviser, the “holier than thou” minister, the gang member, the father who can never find the time to attend his daughter’s school programs, the coach who ridicules his star athletes, the therapist who unconsciously attacks his clients’ “shining” and seeks a kind of gray normalcy for them, the yuppie—all these men have something in common. They are all boys pretending to be men. They got that way honestly, because nobody showed them what a mature man is like. Their kind of “manhood” is a pretense to manhood that goes largely undetected as such by most of us. We are continually mistaking this man’s controlling, threatening, and hostile behaviors for strength. In reality, he is showing an underlying extreme vulnerability and weakness, the vulnerability of the wounded boy.

Sooner or later, all talk among foreigners in Pyongyang turns to one imponderable subject. Do the locals really believe what they are told, and do they truly revere Fat Man and Little Boy? I have been a visiting writer in several authoritarian and totalitarian states, and usually the question answers itself. Someone in a café makes an offhand remark. A piece of ironic graffiti is scrawled in the men's room. Some group at the university issues some improvised leaflet. The glacier begins to melt; a joke makes the rounds and the apparently immovable regime suddenly looks vulnerable and absurd. But it's almost impossible to convey the extent to which North Korea just isn't like that. South Koreans who met with long-lost family members after the June rapprochement were thunderstruck at the way their shabby and thin northern relatives extolled Fat Man and Little Boy. Of course, they had been handpicked, but they stuck to their line. There's a possible reason for the existence of this level of denial, which is backed up by an indescribable degree of surveillance and indoctrination. A North Korean citizen who decided that it was all a lie and a waste would have to face the fact that his life had been a lie and a waste also. The scenes of hysterical grief when Fat Man died were not all feigned; there might be a collective nervous breakdown if it was suddenly announced that the Great Leader had been a verbose and arrogant fraud. Picture, if you will, the abrupt deprogramming of more than 20 million Moonies or Jonestowners, who are suddenly informed that it was all a cruel joke and there's no longer anybody to tell them what to do. There wouldn't be enough Kool-Aid to go round. I often wondered how my guides kept straight faces. The streetlights are turned out all over Pyongyang—which is the most favored city in the country—every night. And the most prominent building on the skyline, in a town committed to hysterical architectural excess, is the Ryugyong Hotel. It's 105 floors high, and from a distance looks like a grotesquely enlarged version of the Transamerica Pyramid in San Francisco (or like a vast and cumbersome missile on a launchpad). The crane at its summit hasn't moved in years; it's a grandiose and incomplete ruin in the making. 'Under construction,' say the guides without a trace of irony. I suppose they just keep two sets of mental books and live with the contradiction for now.

Minding the gap is a daring strategy. We have to pay attention to the space between where we’re actually standing and where we want to be. More importantly, we have to practice the values that we’re holding out as important in our culture. Minding the gap requires both an embrace of our own vulnerability and cultivation of shame resilience—we’re going to be called upon to show up as leaders and parents and educators in new and uncomfortable ways. We don’t have to be perfect, just engaged and committed to aligning values with action.

Valor in the leader is often an expression of the leader's character, fortitude, grace, vulnerability, openness, and honesty.

The most important action that a leader must take to encourage the building of trust on a team is to demonstrate vulnerability first.

It is always safe to learn, even from our enemies; seldom safe to venture to instruct, even our friends." Charles Caleb Colton A leader's greatest strength is knowing his greatest weakness. No person is made perfect and every human is born with unique flaws that affect every decision they make. For some it is envy. For others, greed. And for many, it is pride.  Enemies are often more honest than friends. Friends will overlook your weaknesses, telling you what you want to hear instead of what you should be told because they see you through eyes clouded by admiration.  Enemies care nothing for your friendship. A rival will find your most vulnerable point and expose it without any remorse. But this is a gift — a chance to strengthen where you are

What we all share in common—what I’ve spent the past several years talking to leaders, parents, and educators about—is the truth that forms the very core of this book: What we know matters, but who we are matters more. Being rather than knowing requires showing up and letting ourselves be seen. It requires us to dare greatly, to be vulnerable. The first step of that journey is understanding where we are,

Isn’t it strange how we must surrender being right in order to find what’s right, how humility enables us to be authentic, vulnerable, trustworthy, and intimate with others? People are open to those who are open to them.

In order to be the kind of leader who demonstrates genuine interest in employees and who can help people discover the relevance of their work, a person must have a level of personal confidence and emotional vulnerability.

Authentic Leaders are not afraid to show emotion and vulnerability as they share in the challenges with their team. Developing a solid foundation of trust with open and honest communication is critical to authentic leadership.

Some of these foreign leaders described Kushner as naive and easily pushed; others said his financial debts and search for refinancing for an underwater Manhattan skyscraper were one route that made him vulnerable to pressure.

By the time they were in their late twenties, all four young men knew that they were leaders. In public service, they had found a calling. They had chosen to stand before the people and ask for their support, to make themselves vulnerable.

—— The key to strong peer-to-peer interaction is a high level of trust. This is trust in the sense of safe vulnerability. The leaders need to create an environment where individuals get to know each other as people and gather insight into their personal story and working style. This needs to be supported by the leader’s role-modelling behaviour around admission of mistakes and weaknesses and fears . . . This is essential for safe conflict and safe confrontation, where the most important interaction often occurs.

Any understanding of God that doesn’t take into account God’s silence is a half truth — in effect, a cruel distortion — and leaves us vulnerable to manipulation and exploitation by leaders who are quite willing to fill in the biblical blanks with what the Holy Spirit never tells us.

Comparing our current predicament to democratic crises in other parts of the world and at other moments of history, it becomes clear that America is not so different from other nations. Our constitutional system, while older and more robust than any in history, is vulnerable to the same pathologies that have killed democracy elsewhere. Ultimately, then, American democracy depends on us - the citizens of the United States. No single political leader can end a democracy; no single leader can rescue one, either. Democracy is a shared enterprise. Its fate depends on all of us.

Sean Parker, one of the early leaders of Facebook, admitted in a 2017 interview that the goal of Facebook’s and Instagram’s founders was to create “a social-validation feedback loop … exactly the kind of thing that a hacker like myself would come up with, because you’re exploiting a vulnerability in human psychology.

The most important action that a leader must take to encourage the building of trust on a team is to demonstrate vulnerability first. This requires that a leader risk losing face in front of the team, so that subordinates will take the same risk themselves. What is more, team leaders must create an environment that does not punish vulnerability.

When countries negotiate with one another, they typically operate as if they are opponents in a chess match or merchants in a bazaar in which maximizing one’s own benefit is the sole objective. Smart leaders know their own countries’ vulnerabilities, take advantage of others’ vulnerabilities, and expect the other countries’ leaders to do the same.

Resolving to influence and persuade others will require a degree of personal passion and a depth of caring that you are willing to express and act on. I can tell you this: it will make you feel very vulnerable. The only antidote is to believe you are after a worthwhile change and that you are likely to be the right one to lead this particular charge.

I want to be successful, but I also want to be happy. I want to be loving and patient with my kids instead of cold, angry, or irritable. I want to have harmony, intimacy, deep sharing, and passionate sex with my wife. I don’t want to be distant, live like roommates, bicker, criticize, or have hurtful fights that involve attacking each other’s vulnerabilities. I want to be an inspiring leader in my business. I want my team to speak freely, challenge me, support me, and have fun working with me. I don’t want them to fear me, secretly dislike me, degrade me behind my back, and wish they had a better job. I want my clients and customers to feel cared about, inspired, challenged, and respected. I want them to feel like they got so much value out of their investment that they can’t put a dollar amount on how much better their lives are now. I don’t want them to feel let down, uncared for, like a bother, and that their growth and success is irrelevant to me. In short, I want to be a “good person” too. However you define that in your world, I’d imagine it’s pretty similar.

Fear of being shamed causes people to put on masks and live in fear and pretense, creating a stronghold of pride. Authentic, transparent leaders encourage people to develop trust through their own honesty and vulnerability. They do not view transparency as weakness, but recognize it as a source of their virtue, power and anointing because power flows through humility.

At no time has the world been without war. Not in seven or ten or twenty thousand years. Neither the wisest of leaders, nor the noblest of kings, nor yet the Church — none of them has been able to stop it. And don't succumb to the facile belief that wars will be stopped by hotheaded socialists. Or that rational and just wars can be sorted out from the rest. There will always be thousands of thousands to whom even such a war will be senseless and unjustified. Quite simply, no state can live without war, that is one of the state's essential functions. … War is the price we pay for living in a state. Before you can abolish war you will have to abolish all states. But that is unthinkable until the propensity to violence and evil is rooted out of human beings. The state was created to protect us from evil. In ordinary life thousands of bad impulses, from a thousand foci of evil, move chaotically, randomly, against the vulnerable. The state is called upon to check these impulses — but it generates others of its own, still more powerful, and this time one-directional. At times it throws them all in a single direction — and that is war.

Authoritarians rise when economic, social, political, or religious change makes members of a formerly powerful group feel as if they have been left behind. Their frustration makes them vulnerable to leaders who promise to make them dominant again. A strongman downplays the real conditions that have created their problems and tells them that the only reason they have been dispossessed is that enemies have cheated them of power.

the goal is not “getting comfortable with hard conversations” but normalizing discomfort. If leaders expect real learning, critical thinking, and change, then discomfort should be normalized: “We believe growth and learning are uncomfortable so it’s going to happen here—you’re going to feel that way. We want you to know that it’s normal and it’s an expectation here. You’re not alone and we ask that you stay open and lean into it.

Show vulnerability when assessing a difficult situation, but present a clear path forward. Become a student of the people you manage: avoid telling people what to feel, listen carefully, and manage individually. Prioritize yourself and seek support from other leaders to avoid emotional leaks that negatively affect your reports. Understand the challenges you and others may face in leadership positions and take steps to reduce them.

Authoritarians rise when economic, social, political, or religious change makes members of a formerly powerful group feel as if they have been left behind. Their frustration makes them vulnerable to leaders who promise to make them dominant again. A strongman downplays the real conditions that have created their problems and tells them that the only reason they have been dispossessed is that enemies have cheated them of power. Such

Authoritarians rise when economic, social, political, or religious change makes members of a formerly powerful group feel as if they have been left behind. Their frustration makes them vulnerable to leaders who promise to make them dominant again. A strongman downplays the real conditions that have created their problems and tells them that the only reason they have been dispossessed is that enemies have cheated them of power. Such leaders undermine existing power structures, and as they collapse, people previously apathetic about politics turn into activists, not necessarily expecting a better life, but seeing themselves as heroes reclaiming the country. Leaders don’t try to persuade people to support real solutions, but instead reinforce their followers’ fantasy self-image and organize them into a mass movement. Once people internalize their leader’s propaganda, it doesn’t matter when pieces of it are proven to be lies, because it has become central to their identity. As a strongman becomes more and more destructive, followers’ loyalty only increases. Having begun to treat their perceived enemies badly, they need to believe their victims deserve it. Turning against the leader who inspired such behavior would mean admitting they had been wrong and that they, not their enemies, are evil. This, they cannot do.

It is especially important for Christian leaders to consider how they can lead in such a way that nonbelievers feel compelled to consider Jesus. “So far as it depends on you,” Scripture says, “live peaceably with all” (Romans 12:18). Instead of using our platforms and influence to persuade other people of faith to take a moral stand against secular ethics, what if we focused on embodying Jesus’s Spirit-filled, life-giving ethics beautifully and compellingly?

Contradictions. Fauxnerable people are not consistent in their character. • Disclosures that focus on the past. “I struggled with porn” or “I was such a mess.” This isn’t vulnerability. Vulnerability is about showing up courageously in the present moment with how you are currently affecting someone or experiencing your inner life. • Staged fauxnerability. A fauxnerable pastor or leader may conjure up tears at will on stage but show little empathy or care face to face. • Victim mentality. The fauxnerable pastor may blame his staff, a bad system, or a needy spouse. • Lack of curiosity. Vulnerable people are curious. Fauxnerable people are defensive and reactive. • Oversharing. An emotional dump is not necessarily an act of vulnerability but may in fact be a way of using you to engender sympathy or to take their side. • Self-referencing. His fauxnerability is in service of his ego, not an expression of mutuality or connection.

The key to the rise of authoritarians, they explained, is their use of language and false history.[3] Authoritarians rise when economic, social, political, or religious change makes members of a formerly powerful group feel as if they have been left behind. Their frustration makes them vulnerable to leaders who promise to make them dominant again. A strongman downplays the real conditions that have created their problems and tells them that the only reason they have been dispossessed is that enemies have cheated them of power.

leaders that I’ve worked with over the course of my career have three things in common: First, they recognize the central role that relationships and story play in culture and strategy, and they stay curious about their own emotions, thoughts, and behaviors. Second, they understand and stay curious about how emotions, thoughts, and behaviors are connected in the people they lead, and how those factors affect relationships and perception. And, third, they have the ability and willingness to lean in to discomfort and vulnerability.

A friend of mine, Phil Lomax, told me this story about a blind man with a pistol shooting at a man who had slapped him on the subway train and killing an innocent bystander peacefully reading his newspaper across the aisle and I thought, damn right, sounds just like today’s news, riots in the ghettos, war in Vietnam, masochistic doings in the Middle East. And then I thought of some of our loudmouthed leaders urging our vulnerable soul brothers on to getting themselves killed, and thought further that all unorganized violence is like a blind man with a pistol. (Preface)

Preface A friend of mine, Phil Lomax, told me this story about a blind man with a pistol shooting at a man who had slapped him on a subway train and killing an innocent bystander peacefully reading his newspaper across the aisle and I thought, damn right, sounds just like today’s news, riots in the ghettos, war in Vietnam, masochistic doings in the Middle East. And then I thought of some of our loudmouthed leaders urging our vulnerable soul brothers on to getting themselves killed, and thought further that all unorganized violence is like a blind man with a pistol. CHESTER HIMES

The ideal subjects for brainwashing are people who have “no…organization or occupation with which they were firmly identified.” They feel sympathy for the “underdogs of the world,” for the less fortunate or exploited. The Cultural Revolution in China taught “reeducation” leaders that the best subjects for brainwashing were those with the most highly developed sense of sin and guilt, and the greatest vulnerability to self-criticism. It seems from these indicators that a subject most vulnerable to mind-altering messages is a late-twentieth-century working woman, struggling to make a place for herself in a turbulent world

Campaign to destigmatize so-called "mental illness" often take a wrong turning here. They try to demonstrate how suffers of some condition have made amazing contributions to the science or the arts. Trying to destigmatize the diagnosis of autism, for example, we read how Einstein and Newton would have received that diagnosis today, and yet made fabulous discoveries in the field of physics. Even if they are acknowledged to have been "different", their worth is still reckoned in terms of how their work has impacted on the world of others. However well-intentioned, such perspectives are hardly judicious, as they make an implicit equation between value and social utility. Taking this step is dangerous, as the moment that human life is defined in terms of utility, the door to stigmatization and segregation is opened. If someone was found to be not useful, what value, then, would their life have? This was in fact exactly the argument of the early-twentieth-century eugenicists who complained for the extermination of the mentally ill. Although no one would admit such aspirations today, we cannot ignore the resurfacing in recent years of a remarkably similar discourse, with its emphasis on social utility, hereditary and genetic vulnerability.

Another great example of the power of vulnerability -- this time in a corporation -- is the leadership approach taken by Lululemon's CEO, Christine Day. In a video interview with CNN Money, Day explained that she was once a very bright, smart executive who "majored in being right." Her transformation came when she realized that getting people to engage and take ownership wasn't about "the teling" but about letting them come into the idea in a purpose-led way, and that her job was creating the space for others to perform. She chracterized this change as the shift from "having the best idea or problem solving" to "being the best leader of people.

For leaders, vulnerability often looks and feels like discomfort. In his book Tribes: We Need You to Lead Us, Seth Godin writes, “Leadership is scarce because few people are willing to go through the discomfort required to lead. This scarcity makes leadership valuable.…It’s uncomfortable to stand up in front of strangers. It’s uncomfortable to propose an idea that might fail. It’s uncomfortable to challenge the status quo. It’s uncomfortable to resist the urge to settle. When you identify the discomfort, you’ve found the place where a leader is needed. If you’re not uncomfortable in your work as a leader, it’s almost certain you’re not reaching your potential as a leader.

A great liberal betrayal is afoot. Unfortunately, many “fellow-travelers” of Islamism are on the liberal side of this debate. I call them “regressive leftists”; they are in fact reverse racists. They have a poverty of expectation for minority groups, believing them to be homogenous and inherently opposed to human rights values. They are culturally reductive in how they see “Eastern”—and in my case, Islamic—culture, and they are culturally deterministic in attempting to freeze their ideal of it in order to satisfy their orientalist fetish. While they rightly question every aspect of their “own” Western culture in the name of progress, they censure liberal Muslims who attempt to do so within Islam, and they choose to side instead with every regressive reactionary in the name of “cultural authenticity” and anticolonialism. They claim that their reason for refusing to criticize any policy, foreign or domestic—other than those of what they consider “their own” government—is that they are not responsible for other governments’ actions. However, they leap whenever any (not merely their own) liberal democratic government commits a policy error, while generally ignoring almost every fascist, theocratic, or Muslim-led dictatorial regime and group in the world. It is as if their brains cannot hold two thoughts at the same time. Besides, since when has such isolationism been a trait of liberal internationalists? It is a right-wing trait. They hold what they think of as “native” communities—and I use that word deliberately—to lesser standards than the ones they claim apply to all “their” people, who happen to be mainly white, and that’s why I call it reverse racism. In holding “native” communities to lesser—or more culturally “authentic”—standards, they automatically disempower those communities. They stifle their ambitions. They cut them out of the system entirely, because there’s no aspiration left. These communities end up in self-segregated “Muslim areas” where the only thing their members aspire to is being tin-pot community leaders, like ghetto chieftains. The “fellow-travelers” fetishize these “Muslim” ghettos in the name of “cultural authenticity” and identity politics, and the ghetto chieftains are often the leading errand boys for them. Identity politics and the pseudo-liberal search for cultural authenticity result in nothing but a downward spiral of competing medieval religious or cultural assertions, fights over who are the “real” Muslims, ever increasing misogyny, homophobia, sectarianism, and extremism. This is not liberal. Among the left, this is a remnant of the socialist approach that prioritizes group identity over individual autonomy. Among the right, it is ironically a throwback from the British colonial “divide and rule” approach. Classical liberalism focuses on individual autonomy. I refer here to liberalism as it is understood in the philosophical sense, not as it’s understood in the United States to refer to the Democratic Party—that’s a party-political usage. The great liberal betrayal of this generation is that in the name of liberalism, communal rights have been prioritized over individual autonomy within minority groups. And minorities within minorities really do suffer because of this betrayal. The people I really worry about when we have this conversation are feminist Muslims, gay Muslims, ex-Muslims—all the vulnerable and bullied individuals who are not just stigmatized but in many cases violently assaulted or killed merely for being against the norm.

When countries negotiate with one another, they typically operate as if they are opponents in a chess match or merchants in a bazaar in which maximizing one’s own benefit is the sole objective. Smart leaders know their own countries’ vulnerabilities, take advantage of others’ vulnerabilities, and expect the other countries’ leaders to do the same. Most people who haven’t had direct contact with the leadership of their own and other countries form their views based on what they learn in the media, and become quite naive and inappropriately opinionated as a result. That’s because dramatic stories and gossip draw more readers and viewers than does clinical objectivity. Also, in some cases “journalists” have their own ideological biases that they are trying to advance. As a result, most people who see the world through the lens of the media tend to look for who is good and who is evil rather than what the vested interests and relative powers are and how they are being played out. For example, people tend to embrace stories about how their own country is moral and the rival country is not, when most of the time these countries have different interests that they are trying to maximize. The best behaviors one can hope for come from leaders who can weigh the benefits of cooperation, and who have long enough time frames that they can see how the gifts they give this year may bring them benefits in the future.

Doubt is crucial in science—in the version we call curiosity or healthy skepticism, it drives science forward—but it also makes science vulnerable to misrepresentation, because it is easy to take uncertainties out of context and create the impression that everything is unresolved. This was the tobacco industry's key insight: that you could use normal scientific uncertainty to undermine the status of actual scientific knowledge." ...Individual clinicians cannot single-handedly combat this kind of antiscience, a climate that has only been fostered by some political and religious leaders and by the social media. But at the very least, we can make our patients aware of the forces at play and the mind games that such merchants of doubt employ.

Religion is another example of social contract disengagement. First, disengagement is often the result of leaders not living by the same values they’re preaching. Second, in an uncertain world, we often feel desperate for absolutes. It’s the human response to fear. When religious leaders leverage our fear and need for more certainty by extracting vulnerability from spirituality and turning faith into “compliance and consequences,” rather than teaching and modeling how to wrestle with the unknown and how to embrace mystery, the entire concept of faith is bankrupt on its own terms. Faith minus vulnerability equals politics, or worse, extremism. Spiritual connection and engagement is not built on compliance, it’s the product of love, belonging, and vulnerability.

The Names, in fact, is a study in American ignorance; then as now, few Americans knew the difference between Sunni and Shiite, or how to pronounce Iran (“E-ron”). DeLillo’s protagonist, Axton, is a risk analyst for an insurance company that counsels multinational corporations on pressing questions about the world. Which country is risky? Where will the next bomb go off? Who creates the risk? Axton is also, as my Turkish friends liked to imagine I was, an unwitting agent for the CIA, the spy who doesn’t know he’s a spy. “Are they killing Americans?” is his main question. Axton and the Americans abroad can’t make sense of the world, can’t grab onto anything. They are not so much arrogant as confused. They perceive their vulnerability, their noses wrinkling at smells in the air: “Wasn’t there a sense, we Americans felt, in which we had it coming?” A Greek man named Eliades, with the aspect of a grumpy sage, says to the Americans: I think it’s only in a crisis that Americans see other people. It has to be an American crisis, of course. If two countries fight that do not supply the Americans with some precious commodity, then the education of the public does not take place. But when the dictator falls, when the oil is threatened, then you turn on the television and they tell you where the country is, what the language is, how to pronounce the names of the leaders, what the religion is all about, and maybe you can cut out recipes in the newspaper of Persian dishes. I will tell you. The whole world takes an interest in this curious way Americans educate themselves.

Future Europe’s problems are many, but four stand out. The first is energy: The Europeans are more dependent upon energy imports than the Asians, and no two major European countries think that problem can be solved the same way. The Germans fear that not having a deal with the Russians means war. The Poles want a deal with anyone but Russia. The Spanish know the only solution is in the Western Hemisphere. The Italians fear they must occupy Libya. The French want to force a deal on Algeria. The Brits are eyeing West Africa. Everyone is right. Everyone is wrong. The second is demographic: The European countries long ago aged past the point of even theoretical repopulation, meaning that the European Union is now functionally an export union. Without the American-led Order, the Europeans lose any possibility of exporting goods, which eliminates the possibility of maintaining European society in its current form. The third is economic preference: Perhaps it is mostly subconscious these days, but the Europeans are aware of their bloody history. A large number of conscious decisions were made by European leaders to remodel their systems with a socialist bent so their populations would be vested within their collective systems. This worked. This worked well. But only in the context of the Order with the Americans paying for the bulk of defense costs and enabling growth that the Europeans could have never fostered themselves. Deglobalize and Europe’s demographics and lack of global reach suggest that permanent recession is among the better interpretations of the geopolitical tea leaves. I do not see a path forward in which the core of the European socialist-democratic model can survive. The fourth and final problem: Not all European states are created equal. For every British heavyweight, there is a Greek basket case. For every insulated France, there is a vulnerable Latvia. Some countries are secure or rich or have a tradition of power projection. Others are vulnerable or poor or are little more than historical doormats. Perhaps worst of all, the biggest economic player (Germany) is the one with no options but to be the center weight of everything, while the two countries with the greatest capacity to go solo (France and the United Kingdom) hedged their bets and never really integrated with the rest of Europe. There’s little reason to expect the French to use their reach to benefit Europe, and there’s no reason to expect assistance from the British, who formally seceded from the European Union in 2020. History,

This conditioning of children to fear nonconformity and blindly obey ensures continued obedience as adults. The difficult task of learning how to make moral choices, how to accept personal responsibility, how to deal with the chaos of human life is handed over to God-like authority figures. The process makes possible a perpetuation of childhood. It allows the adult to bask in the warm glow and magic of divine protection. It masks from them and from others the array of human weaknesses, including our deepest dreads, our fear of irrelevance and death, our vulnerability and uncertainty. It also makes it difficult, if not impossible, to build mature, loving relationships, for the believer is told it is all about them, about their needs, their desires, and above all, their protection and advancement. Relationships, even within families, splinter and fracture. Those who adopt the belief system, who find in the dictates of the church and its male leaders a binary world of right and wrong, build an exclusive and intolerant comradeship that subtly or overtly shuns and condemns the “unsaved.” People are no longer judged by their intrinsic qualities, by their actions or capacity for self-sacrifice and compassion, but by the rigidity of their obedience. This defines the good and the bad, the Christian and the infidel. And this obedience is a blunt and effective weapon against the possibility of a love that could overpower the dictates of the hierarchy. In many ways it is love the leaders fear most, for it is love that unleashes passions and bonds that defy the carefully constructed edifices that keep followers trapped and enclosed. And while they speak often about love, as they do about family, it is the cohesive bonds created by family and love they war against.

I am not a buddy-buddy person at work. I feel the need to say this because I think that sometimes we give ourselves a pass at caring about our colleagues because we’re introverts, or we don’t want to make friends at work. You might think that I am the sort who loves to make lots of work friends, and therefore I don’t understand how this feels to you, but I assure you: I understand that you don’t feel like that human side is all that interesting in the workplace. Being an introvert is not an excuse for making no effort to treat people like real human beings, however. The bedrock of strong teams is human connection, which leads to trust. And trust, real trust, requires the ability and willingness to be vulnerable in front of each other. So, your manager will hopefully treat you like a human who has a life outside of work, and spend a few minutes talking about that life when you meet.

The Messianic Wall and the Ultra-Loyal Base First published in 2019 There is much talk of Trump’s ultra-loyal political base, and rightly so. That base, or at least the most passionate element of it, consists of angry people who feel spurned by the political establishment. The base showed its psychological and political clout when Rush Limbaugh and Ann Coulter, who claimed to speak for it, denounced Trump for “caving” to a unanimous Senate decision to keep the government running, which caused Trump to reverse himself and create a disastrous partial government shutdown. Yet that same base could play a large part in removing Trump from office. People who submit themselves to an omnipotent guru can be especially passionate in their support of all that he says and does. But this cultism can also be a source of vulnerability for both. Leaders and followers can become antagonists rather than mutual nurturers.

The years that followed Obama’s election would see two long-simmering racial movements burst to the fore of mainstream politics. The first of these was a nativist movement of white Americans that questioned the validity of the president’s citizenship, his Christian faith, and his fidelity to America itself. For his eight years in office, Obama would have no more consistent and persistent foe. This opposition was fanned by leaders on the political Right—many of them media figures, some of them elected officials—who preached a politics of racial agitation: fear of immigrants and Muslims, contempt for black public figures and elected officials, and rebellion against government attempts to address racial inequalities. This movement wielded inflammatory rhetoric to appeal to the real fear held by many Americans, of varying political affiliations, that the country had irreversibly changed in ways that left them unheard and underserved, exposed and vulnerable.

If you asked me to boil down everything I’ve learned from this research, I would tell you these three things: The level of collective courage in an organization is the absolute best predictor of that organization’s ability to be successful in terms of its culture, to develop leaders, and to meet its mission. The greatest challenge in developing brave leaders is helping them acknowledge and answer their personal call to courage. Courage can be learned if we’re willing to put down our armor and pick up the shared language, tools, and skills we need for rumbling with vulnerability, living into our values, braving trust, and learning to rise. We fail the minute we let someone else define success for us. Like many of you, I spent too many years taking on projects and even positions, just to prove I could do it. I was driven by a definition of success that didn’t reflect who I am, what I want, or what brings me joy. It was simply accomplish-acquire-collapse-repeat. There was very little joy, very little meaning, and tons of exhaustion and resentment.

That trust takes time. But when you love each other, it shouldn't be scary to be vulnerable and it shouldn't be hard to compromise. I'd like to share with you what we like to call SACRED HEALING. We use it every day of our marriage, and it hasn't failed us yet! When you have something you need to communicate, those words are SACRED: 1. STOP when you register something's wrong. 2. ADMIT that you have an issue to discuss. 3. CALMLY express your feelings. 4. REFLECT on why you're feeling this way. 5. ENGAGE with your partner to actively fix the issue. 6. DEVOTE time after conflict to returning to a loving state. And when your partner is saying something SACRED, it's your job to get the leader of the HEALING: 1. HEAR your partner's words. 2. ENGAGE with your questions for clarification and understanding. 3. ACKNOWLEDGE that what they're saying is important. 4. LOOK BACK on your own role in the conflict. 5. INITIATE discussion without anger or defense. 6. NEGOTIATE a solution with pure intentions. 7. GROW as partners and individuals by fixing the problem as a team.

If you’re comfortable, I’m not teaching and you’re not learning. It’s going to get uncomfortable in here and that’s okay. It’s normal and it’s part of the process.” The simple and honest process of letting people know that discomfort is normal, it’s going to happen, why it happens, and why it’s important, reduces anxiety, fear, and shame. Periods of discomfort become an expectation and a norm. In fact, most semesters I have students who approach me after class and say, “I haven’t been uncomfortable yet. I’m concerned.” These exchanges often lead to critically important conversations and feedback about their engagement and my teaching. The big challenge for leaders is getting our heads and hearts around the fact that we need to cultivate the courage to be uncomfortable and to teach the people around us how to accept discomfort as a part of growth. For the best guidance on how to give feedback that moves people and processes forward, I turn to my social work roots. In my experience the heart of valuable feedback is taking the “strengths perspective.” According to social work educator Dennis Saleebey, viewing performance from the strengths perspective offers

I landed on my side, my hip taking the brunt of the fall. It burned and stung from the hit, but I ignored it and struggled to sit up quickly. There really was no point in hurrying so no one would see. Everyone already saw A pair of jean-clad legs appeared before me, and my suitcase and all my other stuff was dropped nearby. "Whatcha doing down there?" Romeo drawled, his hands on his hips as he stared down at me with dancing blue eyes. "Making a snow angel," I quipped. I glanced down at my hands, which were covered with wet snow and bits of salt (to keep the pavement from getting icy). Clearly, ice wasn't required for me to fall. A small group of girls just "happened by", and by that I mean they'd been staring at Romeo with puppy dog eyes and giving me the stink eye. When I fell, they took it as an opportunity to descend like buzzards stalking the dead. Their leader was the girl who approached me the very first day I'd worn Romeo's hoodie around campus and told me he'd get bored. As they stalked closer, looking like clones from the movie Mean Girls, I caught the calculating look in her eyes. This wasn't going to be good. I pushed up off the ground so I wouldn't feel so vulnerable, but the new snow was slick and my hand slid right out from under me and I fell back again. Romeo was there immediately, the teasing light in his eyes gone as he slid his hand around my back and started to pull me up. "Careful, babe." he said gently. The girls were behind him so I knew he hadn't seen them approach. They stopped as one unit, and I braced myself for whatever their leader was about to say. She was wearing painted-on skinny jeans (I mean, really, how did she sit down and still breathe?) and some designer coat with a monogrammed scarf draped fashionably around her neck. Her boots were high-heeled, made of suede and laced up the back with contrasting ribbon. "Wow," she said, opening her perfectly painted pink lips. "I saw that from way over there. That sure looked like it hurt." She said it fairly amicably, but anyone who could see the twist to her mouth as she said it would know better. Romeo paused in lifting me to my feet. I felt his eyes on me. Then his lips thinned as he turned and looked over his shoulder. "Ladies," he said like he was greeting a group of welcomed friends. Annoyance prickled my stomach like tiny needles stabbing me. It's not that I wanted him to be rude, but did he have to sound so welcoming? "Romeo," Cruella DeBarbie (I don't know her real name, but this one fit) purred. "Haven't you grown bored of this clumsy mule yet?" Unable to stop myself, I gasped and jumped up to my feet. If she wanted to call me a mule, I'd show her just how much of an ass I could be. Romeo brought his arm out and stopped me from marching past. I collided into him, and if his fingers hadn't knowingly grabbed hold to steady me, I'd have fallen again. "Actually," Romeo said, his voice calm, "I am pretty bored." Three smirks were sent my way. What a bunch of idiots. "The view from where I'm standing sure leaves a lot to be desired." One by one, their eyes rounded when they realized the view he referenced was them. Without another word, he pivoted around and looked down at me, his gaze going soft. "No need to make snow angels, baby," he said loud enough for the slack-jawed buzzards to hear. "You already look like one standing here with all that snow in your hair." Before I could say a word, he picked me up and fastened his mouth to mine. My legs wound around his waist without thought, and I kissed him back as gentle snow fell against our faces.

whenever two people kiss the world is born, a drop of light with guts of transparency the room like a fruit splits and begins to open or burst like a star among the silences and all laws now rat-gnawed and eaten away, barred windows of banks and penitentiaries, the bars of paper, and the barbed-wire fences, the stamps and the seals, the sharp prongs and the spurs, the one-note sermon of the bombs and wars, the gentle scorpion in his cap and gown, the tiger who is the president of the Society for the Prevention of Cruelty and the Red Cross, the pedagogical ass, and the crocodile set up as saviour, father of his country, the founder, the leader, the shark, the architect of the future of us all, the hog in uniform, and then that one, the favourite son of the Church who can be seen brushing his black teeth in holy water and taking evening courses in English and democracy, the invisible barriers, the mad and decaying masks that are used to separate us, man from man, and man from his own self they are thrown down for an enormous instant and we see darkly our own lost unity, how vulnerable it is to be women and men, the glory it is to be man and share our bread and share our sun and our death, the dark forgotten marvel of being alive;

Scientists have known for a while that high-reactive temperaments come with risk factors. These kids are especially vulnerable to challenges like marital tension, a parent’s death, or abuse. They’re more likely than their peers to react to these events with depression, anxiety, and shyness. Indeed, about a quarter of Kagan’s high-reactive kids suffer from some degree of the condition known as “social anxiety disorder,” a chronic and disabling form of shyness. What scientists haven’t realized until recently is that these risk factors have an upside. In other words, the sensitivities and the strengths are a package deal. High-reactive kids who enjoy good parenting, child care, and a stable home environment tend to have fewer emotional problems and more social skills than their lower-reactive peers, studies show. Often they’re exceedingly empathic, caring, and cooperative. They work well with others. They are kind, conscientious, and easily disturbed by cruelty, injustice, and irresponsibility. They’re successful at the things that matter to them. They don’t necessarily turn into class presidents or stars of the school play, Belsky told me, though this can happen, too: “For some it’s becoming the leader of their class. For others it takes the form of doing well academically or being well-liked.

Corruption is usually classified as a humanitarian aid problem, to be handled by donor agencies, not mainstreamed into overall foreign and defense policy. And while governments may support across-the-board efforts on a multilateral level, they almost never consider acute corruption as they shape their approach to specific countries. Human rights, religious freedom, protections for the LGBT community may enter the conversation, but corruption rarely does. Tools to raise the cost of kleptocratic practices exist—in abundance. It’s just a matter of finding the courage and finesse to use them. All the levers and incentives listed below can be further refined, and new ones imagined, in specific contexts. Particular corrupt officials or structures have unique vulnerabilities and desires; and timelines and windows of opportunity for effective action will be specific to individual cases and will suggest even more potential actions as they are examined. Many of the actions below can and should be routinized—folded into the everyday activities of relevant bureaucracies—so as to reduce the onus on leaders to sign their names to audacious and thus potentially career-threatening moves. But in other cases, a strategy may need to be carefully thought through and tailored to the specific conditions of a given country at a specific point in time.

You will promote harmony in your words and actions. You will not compete with other leaders or compare to them. You will work together with others to make meaningful changes. You will not measure success in numbers: dollars, followers, ranks, sales, reviews, Facebook likes. Rather, you will measure by people helped, connections made, and moments savoured. You will help people accept themselves by being real with them. You will not show up on the pulpit for attention or approval. You will show up because you have something important to say. You will build tribes instead of cults. You will see your followers as equals. You will learn with them, and they will trust you. And there is nothing like the trust of people who resonate with your most authentic, vulnerable self to push you, every day, to do your best. It will hold you to a higher standard of behaviour. As a self-aware leader, you can be honest. This is the missing element in so many ineffective and addictive doctrines. You can tell people the things that are true but hard to hear. Not everyone will be brave enough to sidestep idealism, but those who do will appreciate your honesty. If you do not describe the darkness and the light, the voyager who has followed in your footsteps will believe he is lost. He will blame himself or blame you for teaching him lies. By being honest about what the journey looks like—failures, warts, and all—your teachings will become sources of consolation rather than frustration. As that voyager travels down the crooked, lonely paths within him, he may find a dark, terrifying cave, but if you mentioned it, he will feel elated. Yes, he will think, it looks horrifying, but at least I’m on track if I’ve found this awful thing. Your honesty may be bitter medicine, but when it digests, it’ll provide such potent healing that its taste will become a distant memory.

My mum once told me that the bravest sailors weren’t the ones who sailed through the storm, but the ones who remained in port whilst it raged out at sea. I never really understood what she meant by that, until now. For seventeen years I succeeded in standing back and watching that storm wreak havoc, never once venturing into the expanse of the ocean like a large proportion of kids on my estate had done. Unlike me, they were drawn into the glamour and the notoriety of joining a gang. Some did it for the promise of a family unit that they didn’t have at home. Some did it because they were too weak or too vulnerable to say no, while others did it because they were bored. And some, like Eastern, joined out of sheer desperation. I chose to stay away. It’s true, I might’ve been the delinquent kid that everyone saw when they looked at me. I might’ve gotten into trouble with the law, but I refused to set sail into a storm that wasn’t of my own making. I refused to join a gang. The way I saw it, whatever trouble I got into was on my terms and not for some self-proclaimed gang leader with a skewed view of the world and their own set of rules. I never wanted to be beholden to anyone but myself, and above all else, I always wanted more out of life than the hand I’ve been dealt. Maybe it was my mother’s fault for filling my head with far-fetched stories, but I wanted what was on the other side of the storm. I wanted what lay far, far beyond the horizon. Deep down I’d craved the life my mum used to tell me about in her stories. It gave me something to focus on, to dream about, even if it wasn’t real. Ironic then, that I’m now a part of the life I worked so hard to avoid, trying to protect the people I love from falling victim to it. And all because my love for a makeshift family meant I couldn’t stand back and watch the storm anymore. I must set sail right into the heart of it because I love Eastern, Tracy and Braydon enough to do something about their situation. They might not be my blood, but they are my family and I won’t abandon them in a time of need. Pity the same couldn’t be said for my own parents.

I WANT TO end this list by talking a little more about the founding of Pixar University and Elyse Klaidman’s mind-expanding drawing classes in particular. Those first classes were such a success—of the 120 people who worked at Pixar then, 100 enrolled—that we gradually began expanding P.U.’s curriculum. Sculpting, painting, acting, meditation, belly dancing, live-action filmmaking, computer programming, design and color theory, ballet—over the years, we have offered free classes in all of them. This meant spending not only the time to find the best outside teachers but also the real cost of freeing people up during their workday to take the classes. So what exactly was Pixar getting out of all of this? It wasn’t that the class material directly enhanced our employees’ job performance. Instead, there was something about an apprentice lighting technician sitting alongside an experienced animator, who in turn was sitting next to someone who worked in legal or accounting or security—that proved immensely valuable. In the classroom setting, people interacted in a way they didn’t in the workplace. They felt free to be goofy, relaxed, open, vulnerable. Hierarchy did not apply, and as a result, communication thrived. Simply by providing an excuse for us all to toil side by side, humbled by the challenge of sketching a self-portrait or writing computer code or taming a lump of clay, P.U. changed the culture for the better. It taught everyone at Pixar, no matter their title, to respect the work that their colleagues did. And it made us all beginners again. Creativity involves missteps and imperfections. I wanted our people to get comfortable with that idea—that both the organization and its members should be willing, at times, to operate on the edge. I can understand that the leaders of many companies might wonder whether or not such classes would truly be useful, worth the expense. And I’ll admit that these social interactions I describe were an unexpected benefit. But the purpose of P.U. was never to turn programmers into artists or artists into belly dancers. Instead, it was to send a signal about how important it is for every one of us to keep learning new things. That, too, is a key part of remaining flexible: keeping our brains nimble by pushing ourselves to try things we haven’t tried before. That’s what P.U. lets our people do, and I believe it makes us stronger.

Notice I have not used the word vulnerable to describe Olson or McRaven. The concept of vulnerability has been made popular by the talented author Brené Brown. This has become a buzzword in corporate training as of late. But telling SEALs or any military operators to be vulnerable is like advising them to expose their back to the enemy. It makes far more sense to me that leaders be authentic—open to being wrong, open to other people’s ideas and perspectives, and courageous in connecting to their heart and connecting at a heart level with their teammates.

the young soldier who pulls the trigger in battle is not the actual killer. He is a pawn, doing the work of those more powerful—governments, generals, religious leaders—those who have either paid him or convinced him that a cause is worthy at all costs. Ávila had indeed witnessed this situation. The same rules apply to terrorism, the Regent continued. The most vicious terrorists are not the people who build the bombs, but the influential leaders who fuel hatred among desperate masses, inspiring their foot soldiers to commit acts of violence. It takes only one powerful dark soul to wreak havoc in the world by inspiring spiritual intolerance, nationalism, or loathing in the minds of the vulnerable.

If you want to successfully use the enthusiasm of your subordinates, you must know that the responsibility of the leader is not to tap the weaknesses of the subordinates, but to pay attention to the strengths and talents of the subordinates, and let these advantages be fully utilized. I do not have the habit of picking the most vulnerable characteristics of my subordinates, but I always look for the strongest part of them so that their talents can be fully utilized in the challenges and needs of the work.

Showing people who you are and being vulnerable is actually a strength.

There’s actually some very persuasive leadership research that supports the idea that asking for support is critical, and that vulnerability and courage are contagious. In a 2011 Harvard Business Review article, Peter Fuda and Richard Badham use a series of metaphors to explore how leaders spark and sustain change. One of the metaphors is the snowball. The snowball starts rolling when a leader is willing to be vulnerable with his or her subordinates. Their research shows that this act of vulnerability is predictably perceived as courageous by team members and inspires others to follow suit.

...when leaders don't have the skills to lean into vulnerability, they're not able to successfully hold the tension of the paradoxes that are inherent in entrepreneurship.

Vulnerability among leaders creates a safe space for everyone else to feel that they can be vulnerable too.

Only in acknowledging our own flaws and vulnerabilities can we become authentic leaders who empower people to perform to the best of their abilities.

Platform designers in Silicon Valley directly targeted this psychological system when they quantified and displayed the success of every post (likes, shares, retweets, comments) and every user, whose followers are literally called followers. Sean Parker, one of the early leaders of Facebook, admitted in a 2017 interview that the goal of Facebook’s and Instagram’s founders was to create “a social-validation feedback loop . . . exactly the kind of thing that a hacker like myself would come up with, because you’re exploiting a vulnerability in human psychology.

Think of how your work environment would be altered if the leaders in your organization related to themselves differently. If they hate the parts of themselves that want to slow down and enjoy life, they will be impatient with workers who aren’t as driven as they are. If they want to get rid of their own insecurity and anxiety, they’ll create an atmosphere in which people fear for their jobs if they show vulnerability. If they attack themselves for making mistakes, everyone will pretend to be perfect. If they fear their own inner critics, they’ll fear the judgment of others and let people become exploitive. On the other hand, if they can relate to those parts of themselves in caring ways, that compassion and acceptance will permeate the company, making it much easier for all the employees to relate compassionately to their own parts and to one another. The same process applies to your inner family. This new way of relating to yourself can’t be forced. It doesn’t work to command yourself to be curious about these parts of you or pretend to feel compassion for them. It has to be genuine. So how do you get to that point? This raises the question of who the “you” is who relates to your parts. Who are you at your core?

Has your perception of being gay changed? One hundred percent. I now think it’s the biggest blessing. I feel bad for my straight friends. For example, they have to deal with the expectation of marriage and kids by a certain age. To some degree, they probably have to continue to adhere to those expectations I’ve held myself to—of being a professional of a certain kind. Achieving a certain kind of success as externally defined, rather than internally defined. Which, when you come out, you unshackle yourself from. Straight men are wonderful, but a lot of them keep each other at arm’s length. They don’t get too close, aren’t that friendly, feel they’ve got to be a certain idea of what it means to be “macho” and a “man.” And a man is solid and not that nice. If they have an emotion, it’s anger and no other emotions besides that. Being gay has helped me understand that, no, being friendly is great. You should be friendly to everybody, you should make relationships with people: straight men, women, nonbinary people, whomever. It’s helped me understand how to not be judgmental. It’s helped me understand how to try to make my own way in life and not to find success according to money or a title, but according to fulfillment. Empirically speaking, when I look at straight men in the world, so many of them seem boxed in by toxic masculinity and this idea of being strong, tough, and not vulnerable. And that’s bullshit. Being gay helps you get out of that toxic masculine vortex and start thinking, What are my values? What kind of person do I want to be? For most, that helps us be friendlier, more open, more positive, more inclined to be supportive of people, and less inclined to judge. Being gay has shaped who I am in a huge way and made me a more positive and optimistic person; someone who can deal with people better, who can be more mature, and more self-confident. I am also a white guy though. I am a beneficiary of that privilege, too, and it behooves me not to put this all on homosexuality as if I get to claim minority status and not recognize the rest of my privilege.

Even women who are married and have one child are often asked why they haven’t had a second child. You’ve had your kids too far apart? “What were you thinking?” Too close? “Why? That’s so unfair to the kids.” If you’re working outside the home, the first question is “What about the children?” If you’re not working, the first question is “What kind of example are you setting for your daughters?” Mother shame is ubiquitous—it’s a birthright for girls and women. But the real struggle for women—what amplifies shame regardless of the category—is that we’re expected (and sometimes desire) to be perfect, yet we’re not allowed to look as if we’re working for it. We want it to just materialize somehow. Everything should be effortless. The expectation is to be natural beauties, natural mothers, natural leaders, and naturally good parents, and we want to belong to naturally fabulous families. Think about how much money has been made selling products that promise “the natural look.” And when it comes to work, we love to hear, “She makes it look so easy,” or “She’s a natural.

As for punishing Confederate leaders, blacks may have sung about hanging Jeff Davis to a crab-apple tree but a black preacher came closer to capturing popular feelings: “O Lord, shake Jeff Davis ober de mouf ob Hell, but O Lord, doan’ drap him in!” Except for the confiscation of land, most freedmen saw little to gain by the punishment of ex-Confederate leaders; on the contrary, some feared that an aroused white populace would surely visit its rage on the most vulnerable targets—the newly freed slaves.

In 1941 Fromm published Escape from Freedom, which held that, upon the lifting of feudal ties and hierarchy, Protestantism had produced fearful and alienated persons, that industrialization had forced on such persons competitive, insecure lives that left them fearful of economic crises, loss of jobs, and imperialistic wars, and that the outcome was a tendency to submit to authoritarian leaders who offered them feelings of involvement, security, and power. This was the road to fascism. While Fromm feared these tendencies in all strata, he and his followers saw the middle classes—especially the lower middle classes—as most vulnerable to the appeal of fascism.

We are a culture that confuses busyness with purpose. Social media with connection. Instagram scrolling with therapy and spiritual direction. Wealth with wellbeing. And self-obsession with vulnerability.

Do the benefits of being on top explain the dominance drive? Looking at the outsized canine teeth of a male baboon or the bulk and muscle of a male gorilla, one sees fighting machines evolved to defeat rivals in pursuit of the one currency recognized by natural selection: offspring produced. For males, this is an all-or-nothing game; rank determines who will sow his seed far and wide and who will sow no seed at all. Consequently, males are built to fight, with a tendency to probe rivals for weak spots, and a certain blindness to danger. Risk-taking is a male characteristic, as is the hiding of vulnerabilities. In the male primate world, you don’t want to look weak. So it’s no wonder that in modern society men go to the doctor less often than women and have trouble revealing their emotions even with an entire support group egging them on. The popular wisdom is that men have been socialized into hiding emotions, but it seems more likely that these attitudes are the product of being surrounded by others ready to seize any opportunity to bring them down. Our ancestors must have noticed the slightest limp or loss of stamina in others. A high-ranking male would do well to camouflage impairments, a tendency that may have become ingrained. Among chimpanzees it’s not unusual for an injured leader to double the energy he puts into his charging displays, thus creating the illusion of being in perfect shape.

Probably the two greatest failures of leaders are indecisiveness in times of urgent need for action and dead certainty that they are right in times of complexity. In either case, leaders are vulnerable to silver bullets—in the one case grasping them, and in the other, relishing them.