Who said leaders can’t say ‘I don’t know’?

Turns out, admitting you don’t have all the answers might be the smartest leadership move you make this year.

Author

Dhristi Shah
October 28, 2025

In partnership with

Hey there,

For years, leadership has been painted as certainty, decisiveness, and strength. The image of a leader was someone who always had the answers. 

But (thankfully) workplaces have changed. Employees today value honesty over perfection. They don’t rally behind flawless leaders. They rally behind real ones.

That’s where vulnerability comes in. Far from being weak, vulnerability is one of the most underrated leadership superpowers.

🎤 Why Vulnerability Works in Leadership

1. It Builds Trust
Teams trust leaders who are transparent about challenges. Saying “I don’t have the answer yet, but let’s figure it out together” inspires more confidence than false certainty ever could.

2. It Drives Connection
Vulnerability creates relatability. People connect to leaders who remind them that it’s okay to be human.

3. It Fuels Innovation
When leaders admit failures openly, it signals that mistakes are data, not disasters. Teams feel safer experimenting - and innovation thrives in that safety net.

4. It Strengthens Culture
A vulnerable leader makes it okay for everyone else to bring their full selves to work. That authenticity builds cultures where people want to stay, grow, and belong.

🚀 Story Beat

When Howard Schultz returned as CEO of Starbucks in 2008 during the financial crisis, the company was struggling. Instead of hiding behind corporate jargon or projecting false confidence, Schultz stood in front of thousands of employees and admitted the truth: Starbucks had lost its way. He openly acknowledged the mistakes made under his leadership and took responsibility.

❝

“When we stood up in front of the entire company… admitted, almost a confession, that the leadership of the company had failed the 180,000 Starbucks people and their families.” 

This vulnerability didn’t weaken him - it inspired trust. Employees felt respected because their leader wasn’t sugarcoating reality. Schultz’s honesty created a shared sense of accountability, motivating teams to rally around the turnaround plan. That cultural reset played a major role in Starbucks’ recovery and long-term growth.

As a founder, I once believed my job was to always have the answers. But I’ve learned that pretending to know everything doesn’t build trust—it builds walls.

At Springworks, I’m deeply involved across departments and try to understand the nuances of every role. But there’s always a limit. Beyond that point, I’ve realized the best thing I can do is acknowledge that my team knows more than I do in their areas of expertise.

Some of the strongest connections I’ve built with my team have come not from certainty, but from vulnerability—saying ‘I don’t know, but let’s figure it out together.’ That’s when collaboration truly comes alive.

Vulnerability isn’t weakness. It’s saying, ‘I’m human too, but I’m here with you.’ That’s what creates real loyalty and impact.”

Kartik has poured these lessons into his book, The Employee - First Blueprint. It’s an honest look at what it really takes to shape culture and lead with empathy.

So, ask yourself:
👉 Are you showing your team a picture of perfection? Or are you showing them the truth — that leadership is about learning, failing, and growing with them?

Because in today’s workplace, vulnerability doesn’t make you less of a leader. It makes you the kind of leader people choose to follow.

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👋 Thanks for reading this week’s newsletter

If this resonated with you, forward it to a colleague or team member who’s redefining what modern leadership looks like.

Until next time,
– TSOW Team