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Is anyone here even real anymore?

Recently, a friend of mine who works in middle management at a German corporation told me she can’t take it anymore: “It’s become one big theater! Everyone is just playing a role. No one is real anymore!”

Research shows that in times of uncertainty and crisis, people feel more vulnerable and often withdraw as a result. Employees fear not receiving the promotion or bonus they desperately need—or even losing their jobs. This leads to socially desirable behavior, where everyone starts playing a role. Everyone senses it somehow, but no one dares to address it. It becomes an endless performance in which, ultimately, everyone loses.

The company’s performance declines because real discussions no longer take place. Leadership can no longer reach the workforce (“everyone’s working from home anyway”). And employees are simply exhausted—because it’s incredibly draining not being able to be themselves for such a long time. The result: revenue drops. The fear grows.

How can we break out of this vicious cycle? Even if it scares us, the best way is to embrace our vulnerability. By facing our fears and being willing to be vulnerable, we can build deeper relationships, strengthen our self-confidence, and foster emotional closeness. But no one will do this if they feel their environment doesn’t deserve their vulnerability. And so, millions of people find themselves stuck in a dead e

Studies show that to break the vicious cycle of fear and vulnerability, it is crucial to create a safe space for communication. When people are in an environment where they feel accepted and protected, they are more likely to build open and honest relationships.

But how do you create such spaces? How do you bring people closer together and harness the superpower of vulnerability for your organization—without endless team-building exercises? My recommendation: “the triple H method.”

The leader starts—and in the next meeting, instead of talking about KPIs, mistakes, or forecasts, speaks about their:

1. Hero: Who is it—and why?
2. Hardship: What has been your greatest setback or moment of grief so far?
3. Highlight: What has been your greatest moment of joy so far?

I promise you: if you run these sessions regularly and honestly, the masks will gradually fall. Trust—and ultimately performance—will increase.

To make it easier to implement, I’ve recorded a short video for you below.

Dieser Beitrag wurde von Wolfgang Jenewein am 28.07.2025 auf LinkedIn veröffentlicht. Zum Original-Beitrag