Episode 147

147. If Vulnerability Feels Like Danger, Your Culture’s Off - This Simple Fix Changes Everything

Physician leaders: Let's address the collapsed distinctions between vulnerability, fear, danger and telling the truth in the workplace.

When you do this successfully you'll be able to name the elephant in the room, point out the emperor has no clothes and be truthful, open, honest and transparent at all times ... just imagine that!

In many workplaces, especially in healthcare, people feel like it takes bravery to be honest — and that’s a red flag. If truth-telling feels risky, it’s a sign that your culture lacks psychological safety. This episode flips the popular concept of vulnerability on its head and reveals what true leadership looks like in action.

You Will Discover:

👉🏼 How to create a supportive culture where truth and transparency are the norm—not the exception.

👉🏼 Why vulnerability shouldn't feel risky—and what it really says about your leadership environment.

👉🏼 A powerful first step you can take to model authentic communication and help your team heal and thrive.

LISTEN NOW to uncover the missing ingredient in your physician leadership approach — and start building a culture where honesty is celebrated, not feared.

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Explore physician leadership tools and strategies to stop physician burnout, enhance physician wellness and give you the power of personal influence in the C-Suite. All the tools you need to play your role in leading the charge to wellness - at three levels - for you, your teams and your entire organization.

Transcript

Vulnerability is a very popular leadership topic. In this episode, you'll discover how to flip it on its head. If your people come from the heart and feel that that makes them vulnerable, like they're taking some sort of risk, you've failed to create a supportive culture.

In this episode, you'll discover how to create a culture so supportive it can heal family of origin issues. It's simple, quick, and I think you'll really enjoy it, like a bunch of my coaching clients have. Check it out.

The Problem with Bravery in Communication

In this episode, you'll discover why, if your people feel it takes bravery, an act of courage, to stand up and speak the truth on your work teams, you've failed to create a culture of support.

I'll show you why this same phenomenon means it's not okay to tell the truth in your workplace, and I'll also show you step number one to taking back the communication and the culture of your workplace.

Step number one—it's all on you, and I'll show you how to get started immediately.

A Different Take on Vulnerability

Hello again. Dr. Dike Drummond here at the home of TheHappyMD.com with the latest edition of the Stop Physician Burnout Podcast.

Today, we've got a hot topic—one that is powerful, important, popular, and mostly misunderstood. My intention is to give you a new understanding of the V word.

Vulnerability is a very, very popular topic these days when it comes to communications in the workplace, especially because of the work of the fabulous Brené Brown.

And I'm a huge Brené Brown fan, but I have a different way of understanding vulnerability, probably at least in part because I'm a big old white guy and I'm not in a naturally vulnerable population here in the United States of America.

So hang with me here. Let me give you my interpretation of vulnerability and why I can say that if you feel vulnerable when you tell the truth at work, then you have failed to create a supportive workplace culture.

And I consider that to be a leadership failure that can be addressed by changing the way that you lead.

When Truth Feels Risky

Now let's just look real quick at the kinds of situations people talk about when they say they feel vulnerable at work.

Oftentimes, when it comes to communication, what's happened is somebody has stepped up and mustered up the moxie to tell the truth. They've actually communicated in a way that it's truthful, open, honest, and transparent.

And for some reason, they feel that telling the truth makes them vulnerable, puts them in a position of potential danger, where somebody could say or do something that would harm them.

What is that about?

In my mind, if speaking the truth—telling it like it is, talking about the elephant in the room, telling the emperor they have no clothes—is something that puts you at risk, what's happened is you've failed to create a supportive culture in the workplace.

And that is such a crucial failure—it destroys any trust in the workplace, so you won't be able to function very well as a team.

The Role of Truthful Communication in High-Functioning Teams

If you look back on your peak experiences of human cooperation in your life, your peak experience of working on a team in your life, one of the things you'll notice is on that team where you felt great—like your contributions were honored and together you did great work—one of the core components of that was you could tell the truth.

Truthful, open, honest, and transparent conversation was the norm in that group.

So that is what we want to do as leaders: establish a culture where telling the truth is not only expected, it’s rewarded.

The Damage of a Non-Truth-Telling Culture

Now this destructive non-truth-telling culture is very, very common. It spawned all sorts of common metaphors, like:

• The elephant in the room

• The emperor has no clothes

• The classic "kiss up and piss down"

In neither direction are you actually telling the truth or being honest.

How to Start Changing the Culture

But how would you start?

How would you start to create a supportive culture for the truth—one where we interact authentically?

It would have to start with you as a role model and as a mentor.

It has to start with you telling the truth and telling people that telling the truth is valuable.

One of the ways that we do this in the wellness leadership world is I advocate that all wellness champions and all Chief Wellness Officers must start their leadership by telling their story of burnout—truthfully, openly, honestly, transparently—the good and the bad and especially the ugly.

Modeling the Behavior You Want to See

So when there are difficult workplace communications, stride into the breach.

Call people on the shit when they're taking other people down or dissing other people in the workplace, and communicate in an open, truthful, honest, and transparent way.

And when other people communicate that way, reward them with praise and positive feedback.

Make it normal only to communicate openly, truthfully, trustingly, and transparently. Make it the norm on your teams.

A Supportive Workplace Can Heal Old Wounds

And here's one place that I have some deep, I believe, spiritual faith that I just want to put out there for you.

A lot of people come to the workplace damaged by relationships in their life—family of origin or other traumas—that bring them to work damaged and afraid to tell the truth.

Well, I believe that a truly functional workplace team with a good leader that supports honest and trustful communication is a place that can actually heal the wounds of family of origin and other traumas.

So this is such important work—to set an example of truthful, honest, transparent communication.

Set the example, reward it when it happens, and put the hammer down when people lie, cheat, tell something other than the truth, and think they're going to get away with it.

Pattern Interrupt: Your Opportunity as a Leader

It's up to us to lead the way.

So when is the next time you're going to be in front of a section of or all of your team and have an opportunity for a pattern interrupt?

"Hey everybody, hang on a second. I got a story I want to tell you, because I want to tell you some of the things I've had to deal with in my career. I think it's important that we share these stories openly, because I want to set a standard going forward, that on this team, we tell the truth—truthful, open, honest, and transparent conversations and communication are what I expect and what we will tolerate here as we work together to get the job done."

And then what's the story you're going to tell them?

Remember—the good, the bad, and especially the ugly.

Truth-Telling is Not Weakness

And I've had colleagues of mine who've gone into these meetings where they knew they were going to tell the truth to set a standard, and they were saying to themselves ahead of time:

"I'm not going to cry. I'm not going to cry. I'm not going to cry."

But then they did.

And you know what? It worked out even better.

Talk about declaring yourself to be a human being. It’s not a sign of weakness. It is that sign of authenticity and truth—the truth of the struggles that we go through at work from time to time, especially in healthcare.

Final Call to Action

So when's the next time you'll be with your team, and when's the next time you're gonna come from the heart and be a real leader, establishing impeccable communication?

You can do this—and it will make a difference.

About the Podcast

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Stop Physician Burnout: Physician Leadership Skills To Help Us Lead The Charge To Physician Wellness
Learn Simple, Powerful Physician Leadership Skills for C-Suite Influence and Peer Respect. Help Us Lead The Charge To Physician Wellness

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About your host

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Dike Drummond

Dike Drummond MD is a family doctor, ICF certified executive coach, trainer and consultant specializing in preventing physician burnout and physician leadership power skills. He is CEO and founder of TheHappyMD.com and has trained over 40,000 Physicians to recognize and prevent burnout in live trainings. He specializes in coaching for physician leaders to
- exercise influence in the c-suite
- earn the respect of your colleagues
- and incorporate Wellness and Balance on three levels: for yourself (and your family) your teams and your entire organization.
He is also a coach and advisor to Healthcare Startups whose product/service must be prescribed or delivered by physicians.