For too long, leadership has been framed as having all the answers.
The image of the unshakeable, all-knowing leader is one many try to emulate. But in reality, the strongest leaders are not the ones who pretend to know everything, they are the ones who are open, vulnerable, and willing to ask for help.
Asking for help does not signal weakness, it signals wisdom. It shows self-awareness, humility, and a deep respect for the expertise of others.
Leaders who embrace this approach unlock several advantages:
1. Stronger trust and loyalty. Teams respect leaders who admit they don’t have all the answers. Vulnerability humanises leadership, creating psychological safety that allows others to contribute openly.
2. More effective decision-making. By inviting input, leaders tap into the collective intelligence of their teams. Studies consistently show that diverse perspectives lead to better, more robust decisions.
3. Greater resilience. A leader who can delegate, share responsibility, and ask for guidance avoids the burnout and isolation that often comes from trying to carry everything alone.
4. Growth for everyone. When leaders ask for help, they model the very behaviour they want from their teams. It creates a culture where people feel safe to learn, seek support, and grow without fear of judgment.
At RDL, we have seen time and again that leaders who lean into vulnerability build deeper connections and leave stronger legacies.
Some of our most successful clients have a CEO who was willing to ask RDL to support them in achieving their goals. Their asking brought success, not expense.
Admitting you don’t know it all can be the most powerful act of leadership.
RDL’s Top Tips for Asking for Help
1. Frame it with purpose. Instead of saying, “I don’t know what to do,” reframe as, “I value your expertise here, how would you approach this?” This signals respect and intentionality.
2. Choose the right moments. Be open where it matters most. Asking for help on key challenges, rather than every minor decision, shows discernment and builds credibility.
3. Acknowledge contributions. When someone offers input, recognise it openly. Giving credit not only builds trust but reinforces that collaboration is valued.
4. Model balance. Combine vulnerability with confidence. Admit what you don’t know while affirming your role in guiding the team forward. This balance builds respect, not doubt.
Great leaders don’t thrive by being infallible. They thrive by creating an environment where everyone feels empowered to contribute, where support flows both ways, and where vulnerability becomes a catalyst for growth.
At its core, asking for help is not a sign of weakness, it is a sign of leadership strength.
At RDL, we partner with leaders to build the confidence, clarity, and accountability that turns openness into strength and leaves a lasting legacy of performance.
RDL. Celebrating 20 years of developing leadership legacies.
