At Deo Mwano Consultancy (DMC), we have the privilege of working with leadership teams across a wide range of organizations. One recurring theme we encounter is how leaders approach — or fail to approach — the difficult conversations that shape team culture and effectiveness.
Every leadership group exhibits both positive and negative behaviors that influence how their team functions. Yet, one of the most common missed opportunities we observe is the lack of intentional time and structured space to engage in challenging or vulnerable conversations.
The Cost of Avoidance
When these conversations don’t happen, the issues don’t disappear — they simply shift into informal channels. Team members end up venting, gossiping, or complaining to each other instead of addressing the right person directly. This creates division, fuels misunderstandings, and reinforces an unhealthy “us versus them” dynamic.
Leaders often tell us they “don’t have time” to address these issues — whether that means adding a check-in at the end of a meeting, hosting one-on-one conversations, or creating a shared space for open dialogue. But that mindset reflects avoidance, not leadership. Avoiding discomfort only allows tension to grow beneath the surface, eventually undermining trust and collaboration.
Institutionalizing Vulnerability
Many leaders understand the importance of vulnerability conceptually but struggle to make it part of their team’s culture. Our recommendation is simple but powerful: institutionalize the practice.
The team leader — the person with the most influence — must model, facilitate, and reinforce these conversations consistently. When leaders demonstrate openness, humility, and empathy, they give their teams permission to do the same. Over time, this builds psychological safety and trust, making vulnerable engagement a natural and expected part of how the team operates.
Proactive Conflict Management
Creating space for vulnerability doesn’t just resolve conflict — it prevents it. By engaging in open conversations early, teams can align around shared goals and objectives, clarify misunderstandings, and co-create strategies to move forward together.
When these conversations are avoided, assumptions take root. People begin to interpret actions and decisions based on incomplete information — often believing that those closest to the leader are “favorites.” Transparent dialogue helps dismantle these perceptions. Naming what you feel, expressing assumptions openly, and inviting others to share their perspectives leads to deeper understanding and stronger alignment.
The Payoff
When DMC helps partners establish norms for vulnerable conversations, teams become more resilient and cohesive. Yes, these discussions can surface new tensions or strong emotions — but that’s part of the growth process. What matters most is that the team learns how to move forward together, grounded in empathy, humility, and shared purpose.
Ultimately, making time for vulnerability is not a luxury — it’s a leadership responsibility. It’s the foundation for trust, alignment, and sustainable collaboration. The teams that lean into these moments of discomfort are the ones that emerge stronger, more connected, and more effective.
The DMC Workforce Success Team has more than 20 years combined experience and provides sustainable solutions to the complex social issues that affect large, medium or small businesses. Building authentic relationships is at the heart of DMC’s work, developing trust and honesty with employees to get to the root of issues and include them in the design of solutions.