Embracing vulnerability: A shift in HR leadership

In a society where strength is celebrated, displaying vulnerability isn't regarded as the best quality, especially for HR professionals, whose role involves providing support and strength to employees of the organisation, at all levels.

However, embracing the vulnerability of HR people, it calls for fostering an environment of trust within the organisation - among every level of work places, no matter within or remote, and offer a fair opportunity to present oneself genuinely.

This includes things like being open to criticism or acquiring new skills, or sometimes simply seeking assistance when needed.

It's important to understand that HR professionals often hesitate to reveal their vulnerabilities.

As the drivers of organisational change, they feel they are responsible for managing the entire organisation's well-being.

If I bring in a metaphor of the safety instructions on flights, the flight attendants tell you to put on your own seatbelt before helping others. Further, in case of an emergency, put on your own mask before assisting others.

If we accept and acknowledge this, we must also acknowledge that vulnerability is a natural part of being human.

Your HR people are human too, and before they apply repair at Organizational levels, they may have to repair themselves first, and there is nothing wrong if they are broken somewhere.

In fact, sometimes it is necessary to shift from being an HR executive to being an employee of the company.
By doing this, he remains less of an HR executive and more of an employee, and he will be able to shed off the hesitancy that might come from being in a position of power.

It opens up a new perspective, rather than being seen as an HR executive he will be seen more as a fellow employee.