Welcome to "Staying Relevant with Mitchell Levy," your weekly newsletter dedicated to helping you navigate the ever-changing landscape of the modern world. Every week, we'll delve into the strategies, practices, and insights that empower you to adapt, evolve, and thrive amidst disruption.
Leadership failure is rampant, and it’s not because leaders aren’t trying hard enough. It’s because many of them are clinging to outdated ideas of what makes a leader “strong.” We’ve been conditioned to believe that strong leadership means decisive action, top-down control, and unwavering confidence. But in today’s workplace, this “strength” is often the very thing that leads to failure.
The Problem with "Strong Leadership"
The traditional concept of strong leadership is rooted in control. A "strong" leader is seen as someone who makes quick decisions without hesitation and commands respect through authority. While this may have worked in hierarchical organizations of the past, it’s increasingly irrelevant in modern, collaborative environments. Leaders who rely solely on authority and power often stifle creativity and breed resentment among their teams.
What today’s workforce craves is authenticity and empathy. Employees are looking for leaders who are vulnerable enough to admit when they don’t have all the answers, who listen before they speak, and who show integrity through their actions. Strong leaders aren’t the ones who impose their will, but those who create environments of trust where people feel safe to share their ideas, failures, and feedback without fear of retribution.
The Myth of Confidence
We often celebrate leaders who appear confident, but confidence without clarity can be dangerous. Leaders who refuse to acknowledge uncertainty—whether to protect their egos or maintain the illusion of control—are prone to making costly mistakes. Worse, they create a culture where employees feel pressured to pretend they have it all figured out too.
A leader who admits their limitations is not weak; they’re credible. By being transparent about what they know and don’t know, they foster a culture of openness. In doing so, they empower their teams to speak up, ask questions, and collaborate more effectively. Confidence without clarity is bravado, but clarity combined with humility is what builds lasting credibility.
The Role of Vulnerability in Leadership
Brené Brown’s work on vulnerability has gained traction, but many leaders still resist this concept, fearing it will undermine their authority. The truth is, vulnerability builds trust. When leaders show their human side—whether through admitting mistakes, seeking feedback, or showing empathy—they create an environment where employees feel seen and valued.
Without vulnerability, leadership becomes performative. Leaders end up maintaining a facade of infallibility that not only alienates their teams but also perpetuates a toxic culture where fear of failure is more prevalent than innovation. When leaders lead with vulnerability, they encourage the very qualities that lead to long-term success: adaptability, creativity, and resilience.
A New Definition of Strength
True strength in leadership comes from clarity—clarity of purpose, clarity in communication, and clarity in decision-making. Leaders who are clear about their vision, open about their process, and honest about their challenges are the ones who inspire real loyalty and drive performance. They are not afraid to say, “I don’t know, but let’s figure it out together.”
This shift from controlling leaders to credible leaders is not just a trend. It’s an evolution of what leadership needs to be in order to thrive in a world where collaboration and trust are more valuable than authority and power.
Conclusion: Leaders, It's Time to Rethink Strength
If leaders want to succeed in today’s workplace, they need to ditch the myth of "strong leadership" and embrace clarity, vulnerability, and trust. Those who continue to rely on control, ego, and false confidence are setting themselves—and their organizations—up for failure.
It’s time for leaders to stop pretending they have all the answers and start focusing on building cultures where their teams can thrive. Strength in leadership doesn’t come from never wavering; it comes from knowing when to step back, listen, and create space for others to shine.