Getting Comfortable with Vulnerability in Times of Change

Let’s be honest – vulnerability can feel like a punch in the gut. It shows up right when we’re trying to keep things together, especially during change. Whether it's a restructure, a new role, or shifting direction in life, that feeling of uncertainty can make even the most capable people feel exposed.

We don’t talk about it enough in the workplace, but vulnerability is often the unspoken part of change. It’s the bit under the surface – the “I’m not sure I can do this,” or “what if I get it wrong?” that no one says out loud.

And yet, it’s completely normal.

Why change feels so exposing

Change pulls the rug. It moves us away from what’s familiar and forces us to rethink how we show up, what we know, and how we work. It challenges identity, confidence, and routines. That kind of disruption naturally brings up discomfort.

Vulnerability shows up when we don’t have all the answers – and let’s be clear, most of us don’t during change. But pretending we do is where things start to unravel. People sense the disconnect. Trust gets shaky. Progress slows down.

The shift: Vulnerability isn’t the problem

The problem isn’t that we feel vulnerable – it’s that we think we shouldn’t.

In reality, vulnerability is a sign you’re engaging. You’re in it. You care. And when we acknowledge it, we can actually work with it rather than against it.

This isn’t about being overly emotional or turning every meeting into a therapy session. It’s about being honest with yourself (and when appropriate, with others) that change is a process – and not always a comfortable one.

For people leading change

If you’re in a position of leadership or influence, modelling this matters. You don’t need to overshare, but you do need to be real. People are far more likely to back a change if they trust the person leading it – and trust comes from transparency.

You can say things like:

• “This is new for me too, and I’m still figuring it out.”

• “There’s uncertainty here, but we’re working through it together.”

• “It’s okay if this feels a bit messy right now.”

This doesn’t make you less credible. It makes you human. And that’s what people connect with.

Moving through vulnerability

Here’s what helps:

• Name it – Call it what it is. Hiding it doesn’t make it go away.

• Normalise it – Remind yourself and others that discomfort is part of the process.

• Use it – Let it guide where support or clarity is needed. Often the most vulnerable points highlight the biggest opportunities for growth.

Final thought

Change isn’t just about new systems, processes or structures. It’s about people – and people feel things. Vulnerability is part of the package.

The goal isn’t to avoid it. The goal is to move forward anyway.

You don’t need to be fearless to lead or navigate change.

You just need to be real, and keep going.