It’s generally a good thing when employees feel a personal connection to their boss. But when leaders share too much of their thoughts and feelings, they can undermine their authority. (Imagine a manager saying, “I’m scared, and don’t know what to do.”) A good rule of thumb is to open up when you think it will be helpful to others. Evaluate a personal comment by considering how you’d feel if your boss said it to you. If you would be thankful to hear it, chances are your team will feel the same. If not, err on the side of caution. For example, telling employees you’re in a bad mood because you’re having a lousy day is probably fine; telling them you’re in a bad mood because you disagree with a decision by senior management probably isn’t. Opening up is also useful when it helps your team feel less isolated: If you sense people are anxious about a project, acknowledge that you’re feeling the same stress, and thank them for their hard work.
Adapted from "How Leaders Can Open Up to Their Teams Without Oversharing," by Liz Fosslien and Mollie West Duffy
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