Strength in Vulnerability: How Asking for Help Elevates Your Leadership

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asking for help leadershipAs today is Halloween, a time when we delight in confronting our fears, it’s worth reflecting on one fear that many leaders can find particularly daunting: asking for help. Much like navigating the eerie unknowns of a haunted house, the vulnerability tied to asking for help can be intimidating. The fear of appearing weak, of losing control, or of being judged can make the very thought of seeking assistance seem like an insurmountable challenge.

But just as Halloween encourages people to face their fears head-on, effective leadership requires confronting this deeply ingrained hesitation. Asking for help is not only necessary—it’s a powerful act of courage that enhances leadership by fostering trust, empowerment, and communication. The ability to embrace vulnerability does not make you less effective; in fact, it strengthens relationships, builds resilience, and opens opportunities for both personal and team growth. Leaders who embrace vulnerability by seeking support not only improve their own leadership effectiveness but also inspire others to do the same.

Why Is Asking for Help So Scary?

One of the main reasons asking for help is so difficult is that it requires vulnerability. Leaders are often expected to exude confidence and have all the answers, and admitting uncertainty can feel like stepping into the unknown—uncertain of what lies ahead. There is a deep-seated fear that showing vulnerability might erode credibility or cause others to question their capabilities. This fear is driven by societal expectations and an outdated view of leadership as a solo venture. However, in today’s collaborative work environments, leadership is about connecting, communicating, and being authentic. By confronting the fear of asking for help, you not only show that you are self-aware but also model the kind of openness and vulnerability that fosters a culture of trust and collaboration.

In fact, research shows that vulnerability is at the heart of effective leadership. In her book Dare to Lead, Brené Brown emphasizes that embracing vulnerability allows leaders to foster trust and deeper connections with their teams. Far from diminishing authority, showing vulnerability strengthens relationships and builds psychological safety.

The Value of Asking for Help

Facing the fear of vulnerability and seeking help has benefits for both leaders and their teams. By stepping into this space of openness, you create an environment where psychological safety can flourish. When people feel safe to express their thoughts, ask questions, and offer help without fear of judgment, creativity and innovation thrive. This sense of security begins with those who demonstrate that vulnerability is a strength, not a weakness.

  1. Modeling Vulnerability and Psychological Safety
    When you ask for help, you send a powerful message to your teams: it’s okay not to have all the answers. This willingness to be open and seek input creates a culture of psychological safety, where team members feel comfortable sharing their own challenges, offering ideas, and seeking support. Amy Edmondson, a professor at Harvard Business School, has shown that psychological safety—where people feel safe to take risks and ask for help—drives higher team performance, creativity, and innovation. Leaders who model vulnerability create a space where others can speak up, admit mistakes, and contribute their best ideas.
  2. Empowering the Team to Step Up
    Asking for help isn’t just about lightening your load—it empowers the team to take on greater responsibilities. When you seek input or delegate tasks, you give team members the chance to step up and showcase their strengths. Research has found that empowering leadership boosts creativity and job satisfaction, as individuals feel more valued and engaged when they are trusted to contribute in meaningful ways. By asking for help, you give your team the opportunity to shine.
  3. Building Trust and Strengthening Relationships
    Trust is the foundation of strong teams, and it’s built through openness and mutual support. When you ask for help, you build trust by showing that you value the input and expertise of others. Research shows that authentic leadership—where vulnerability and transparency are key traits—is directly linked to trust within teams. The act of asking for help signals to team members that their contributions are important, deepening trust and strengthening the overall bond within the team.
  4. Preventing Burnout
    Leaders often carry significant responsibilities, juggling multiple priorities and making decisions that impact both their teams and the organization. Attempting to shoulder these burdens alone can lead to exhaustion and burnout. Asking for help—whether by delegating tasks, seeking advice, or simply admitting that additional support is needed—can prevent this. Sharing the load allows you to focus on strategic initiatives without becoming overwhelmed by day-to-day demands.
Who Can Leaders Turn to for Help?

You may wonder where to turn when you decide to face the fear and ask for help. There are several options, each providing unique support and insights.

1. Your Team, Peers, Mentors

While the importance of turning to your team has already been emphasized, it’s worth reiterating just how impactful it can be. Seeking help from team members not only fosters collaboration but also creates opportunities for them to step into leadership roles themselves, reinforcing a culture of trust and shared responsibility.

Beyond the team, peers and coworkers offer a fresh perspective. They understand the internal dynamics of the organization and can provide insights that help break through roadblocks. Collaborating with peers strengthens networks and promotes a culture where leadership is shared, not siloed.

Mentors, on the other hand, provide a broader, more seasoned viewpoint. Their experience allows them to guide you through challenges they’ve likely faced themselves, offering personalized advice. Mentorship is rooted in trust and respect, giving you the confidence to explore new paths, tackle difficult decisions, and grow with the support of someone who’s been there before.

2. Executive Coaches

Sometimes, asking for help means seeking guidance beyond your immediate circle. Executive coaching offers leaders a personalized approach to growth, providing one-on-one support that can transform both leadership skills and personal development. Coaches help you ask the tough questions, explore vulnerabilities, and create customized plans for improvement. This tailored guidance accelerates growth and empowers you to make informed decisions, overcome obstacles, and advance more quickly.

By seeking help from a coach, you not only invest in your own development but also model the value of vulnerability and continuous learning for your team. It’s a proactive step toward long-term success. If you are ready to take that step, consider an exploratory coaching chat with Evolved People Coaching, the leadership coaching arm of theglasshammer.com. You can book that session here.

How to Make the Ask

Asking for help, while daunting, can be done thoughtfully and effectively. Here are a few strategies to make the ask easier:

  1. Be Clear and Use the SMART Approach: An acronym for specific, measurable, achievable, relevant and time-bound, being SMART when approaching someone for help lends clarity to the kind of support that is needed. Not only will the conversation be more productive, but having a framework for the ask can help alleviate any anxieties about imposing on someone’s time and attention.
  2. Frame It as Collaboration: Asking for help doesn’t need to feel one-sided. By framing the request as an opportunity for collaboration, you create a more balanced exchange. For example, instead of saying, “I don’t know how to do this,” try “I’d love to get your perspective on this challenge.”
  3. Show Gratitude: After asking for help, acknowledging the time and effort others put in is crucial. Expressing gratitude not only strengthens relationships but also encourages future collaboration.
  4. Be Open to Feedback: When asking for help, it’s important to remain open to different ideas and solutions. Embracing diverse perspectives can lead to more creative and effective outcomes.
Embracing Vulnerability for Stronger Leadership

Asking for help is a powerful leadership tool as stepping into vulnerability allows you to grow and strengthen your teams. By seeking support from coworkers, teams, mentors, and executive coaches, you can foster a culture of collaboration, trust, and mutual empowerment. Far from diminishing leadership, asking for help demonstrates the courage to evolve—both as a leader and as a person. By learning to embrace vulnerability, you build stronger connections, create more resilient teams, and lead with authenticity.

By Jessica Robaire

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Heather Garland: Vice President, Global Chief Marketing Officer, PGIM Investments

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Heather Garland“It’s important to embrace change and demonstrate adaptability as you grow in your career,” says Heather Garland. “This helped me develop a well-rounded, transferable skill set.”

Garland shares how a growth mindset, being flexible, and viewing challenges as stepping stones can help build the skills and experience for a successful career. Her passion for nurturing her team’s development mirrors her dedication to driving business success, believing that both are not mutually exclusive.

Pursuing opportunities for growth

Garland’s career has been one of continuous growth and reinvention. In college, Garland majored in psychology and wasn’t sure what career path she wanted to pursue. While finishing her degree at night, she took a sales assistant role at AXA and was eventually recruited to join PGIM, where she has now spent more than 25 years building a successful career. Though she didn’t know much about financial services at the time, Garland saw her first role at PGIM as an intriguing challenge.

Dedicated to advancing her career and learning the industry, Garland seized every opportunity through lateral moves, stretch assignments, and professional designations, like the FINRA Series 7 and CIMA certifications.

“There were times I pursued growth opportunities, and other times I was tapped on the shoulder to lead different areas as part of a strategy shift,” she says.

One of those pivotal moments came twelve years ago when Garland transitioned into Marketing, leading marketing communications, product marketing and more recently, client marketing. These experiences became the foundation that launched her into her newly appointed role as Global Chief Marketing Officer, where she leads a team that is shaping the future of PGIM Investments’ marketing strategy.

“There are a number of initiatives and pilot programs underway that ultimately will help drive business growth and enable us to deliver better experiences for our clients,” she says.

Fostering the development of others

For Garland, few things are more rewarding than guiding others as they advance in their careers.  She explains, “One of the most fulfilling aspects of my role is helping high performers grow and pursue their goals. I’ve had a number of team members who have moved on to other roles within PGIM or externally. I feel like a proud parent when I see someone take that next step in their career.”

Not only does Garland invest in the growth of her team members, but she is committed to supporting up-and-coming women across PGIM, as she recognizes what a difference it made for her own career.

“I was part of the first pilot program in PGIM Investments, in which I was paired with a mentor outside of my direct team. That experience opened doors for me, eventually leading to my current role.”

Taking leadership to the next level with an executive coach

Beyond the support of mentors and managers in her organization, Garland credits working with a leadership coach as instrumental in shaping her career development. She points to the accountability of meeting with a coach on a regular basis and working on specific goals as beneficial.

“With my coach, I developed a roadmap to focus on building strategic, one-on-one relationships with senior decision-makers in the organization – people I often needed to gain support from or collaborate with. One of the most valuable relationships I’ve built through that process is with our head of sales – a connection who was open and happy to meet with me as part of the growth plan I initiated.”

Another aspect of the coaching experience that Garland finds impactful is receiving input from her peers and leaders as part of a 360-feedback report, giving her the opportunity to reflect on her strengths and potential areas of growth from a multitude of perspectives. This feedback enabled her to create a plan around what to start – and stop doing – to focus on what matters most in her role.

She reflects, “I was also able to look at my functional area differently and recommend a new organizational structure that better aligned with where our business was headed.”

Lessons learned

After 25 years at PGIM, Garland understands that becoming an effective leader requires both time and experience to develop the necessary skills and confidence. She highlights the importance of focusing on progress rather than striving for perfection.

Another key element for career success that Garland emphasizes is self-advocacy. “Whether it’s being considered for a stretch project, a promotion, or a raise – don’t be afraid to ask for what you want. The worst response you’re going to get is ‘No,’ and even that gives you the opportunity to start a dialogue.”

“I used to have the mindset that if I kept my head down and worked hard, I’d be recognized for that and promoted in time. But, in reality, it doesn’t always work out that way. It wasn’t until I started becoming more intentional and vocal about my career goals that those opportunities finally started to come.”

Leaving time for adventure

Outside of work, Garland enjoys spending time with her family and exploring new places with her husband and two kids, both near and far – they took a recent trip to Nicaragua. She also finds joy experimenting in her kitchen – when she has time – and reading, preferably on a beach.

“I don’t think there’s such a thing as work-life balance. I view it more like a seesaw,” Garland says. “There are times where you may need to focus more on work, and times where you need to focus more on your personal life. As leaders, it’s important to understand that for our team members as well.”

By Jessica Robaire

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Career Tips for Latina Leaders

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leadership coachIn 2024, Latinas remain significantly underrepresented in leadership roles across corporate America and Wall Street. Only about 1% of Latinas have reached C-suite executive positions, making them the least represented group at the highest levels of corporate America. Despite this, a number of trailblazing Latina leaders have defied the odds, breaking barriers and paving the way for future generations.

Notable examples include:

  • Nina Vaca – CEO and Chairman of Pinnacle Group, a workforce solutions firm. Vaca has been instrumental in her company’s success and is a prominent advocate for Latina representation on corporate boards.
  • Dorene C. Dominguez – Chairwoman and CEO of Vanir, a national leader in construction management and real estate development.
  • Linda Alvarado – President and CEO of Alvarado Construction, a successful construction firm, and a groundbreaking owner in Major League Baseball.

In finance, Latinas are even less visible, often facing barriers like biases and stereotypes that hinder their career progression. These barriers include a lack of mentorship and sponsorship, which are critical for advancement, and limited access to inclusive workplace policies that support work-life balance. Research shows that Latinas often encounter a “broken rung” early in their careers, meaning they are less likely to be promoted to manager-level roles compared to their male counterparts.

Is Change Coming?

The inaugural U.S. Latina GDP Report, led by researchers at California Lutheran University and UCLA’s Geffen School of Medicine, reveals promising growth. In 2021 alone, U.S. Latinas contributed $1.3 trillion to the GDP, a figure larger than the economies of all but three U.S. states. It also reflects a 51.1% increase since 2010—compared to an 18.8% increase in the overall non-Hispanic GDP.

Key findings include:

  1. Labor Force Participation: Between 2010 and 2021, the number of Latinas in the workforce grew by 32.9%, significantly outpacing the 2.7% growth for non-Hispanic females. U.S. Latinas now have a labor force participation rate that is 2.5 percentage points higher than their non-Hispanic female counterparts.
  2. Educational Attainment: The number of Latinas with a bachelor’s degree or higher grew 103% from 2010 to 2021, much faster than the 38.3% growth for non-Hispanic females.
  3. Income Growth: Real income for Latinas increased by 46.0% over the same period, compared to 18.5% for non-Hispanic females.

Overall, this report positions Latinas as a key driving force behind the U.S. economy, with a rapidly growing economic footprint and resilience across multiple economic indicators such as labor participation, educational attainment, and income growth. This trend is especially significant given that Latinas account for only 9.3% of the U.S. population but have driven 30.2% of labor force growth since 2010. While these figures highlight the growing economic power of Latinas, translating this momentum into leadership opportunities requires actionable strategies and intentional support.

Actionable Advice for Latina Professionals

Latina leaders across industries emphasize the value of embracing cultural identity, cultivating strong networks, and demonstrating resilience and authenticity in the workplace. Over the years, theglasshammer.com has featured many Latina leaders who have echoed these key themes in their advice.

  1. Embrace Your Cultural Identity:
    Many Latina leaders highlight the significance of using their heritage as a strength. They suggest leveraging unique perspectives to connect with diverse audiences and encourage others from similar backgrounds. This involves incorporating elements of their culture, such as family values and community orientation, into their leadership style.
  2. Build a Strong Network:
    Networking is often underscored as a key factor in professional growth. Latina leaders recommend actively seeking mentors, joining professional organizations, and engaging with the community to open doors and gain valuable support throughout one’s career journey.
  3. Cultivate Resilience:
    Resilience is essential for navigating challenges and adversity. Latina leaders encourage viewing setbacks as chances for growth, advocating for a mindset that sees failures as opportunities to learn and progress toward success.
  4. Lead with Authenticity:
    Being true to oneself and one’s values is vital for building trust and fostering a positive work culture. Latina leaders encourage embracing authentic leadership by sharing personal stories and experiences to connect more deeply with teams and stakeholders.

This advice not only guides Latina professionals in their career paths but also serves as inspiration for anyone looking to navigate leadership roles in a diverse and inclusive manner.

How Executive Coaching Helps Latina Professionals

While these practices provide a solid foundation, leadership coaching offers a transformative approach to help Latinas unlock their full potential. Executive coaching provides tailored support, helping Latina leaders overcome sometimes unique challenges such as underrepresentation and dual cultural expectations. Here’s how executive coaching benefits Latina professionals:

  1. Enhanced Leadership Skills and Self-Awareness
    Executive coaching focuses on developing core leadership skills, such as strategic thinking, emotional intelligence, and effective communication. Latina professionals, who may experience self-doubt due to cultural and societal biases, can benefit from coaching by gaining greater self-awareness and confidence in their abilities. Coaching helps them leverage their strengths while working on areas of improvement, leading to a more authentic and impactful leadership style.
  2. Overcoming Cultural and Systemic Barriers
    Latinas often encounter cultural barriers that can limit their career advancement, such as the expectation of humility and deference in professional settings. This request for humility in women extends past Latinas with the current Vice President and Presidential nominee Kamal Harris just this week being asked about showing up with humility. An executive coach can help identify and dismantle these internalized and often external and projected misogynistic norms, encouraging Latina leaders to voice their opinions, advocate for themselves, and embrace a leadership presence that commands respect. Additionally, coaches can offer strategies to navigate systemic challenges, such as bias and lack of sponsorship, providing Latinas with tools to assert their value in the workplace.
  3. Building Resilience and Navigating Bias
    The experience of bias and microaggressions in the workplace is a common barrier for many Latina professionals. Coaching offers a safe space for Latinas to process these experiences and develop resilience strategies. Coaches can help them reframe negative encounters, practice self-compassion, and develop a personal narrative that emphasizes their strengths and successes despite adversity.
  4. Supporting Identity and Authenticity in Leadership
    Many Latinas struggle with balancing their cultural identity and the expectations of corporate culture. Coaching helps Latina professionals embrace their cultural heritage as an asset and encourages them to bring their authentic selves to work. This authenticity fosters greater engagement and satisfaction, as Latina leaders feel empowered to contribute their diverse perspectives to their organizations.
  5. Promoting Representation and Inspiring Future Leaders
    As Latinas ascend to higher leadership positions, they serve as role models and advocates for others in the community. Coaching prepares them not just to lead, but to mentor and lift up other Latinas, creating a positive cycle of representation and empowerment. The more Latina professionals in senior roles, the more the cultural narrative shifts, making it easier for future generations to see themselves in leadership.

A study from the Hispanic Association on Corporate Responsibility (HACR) revealed that Latinas who engage in coaching report higher levels of confidence, greater clarity in their career direction, and improved relationships with their peers and superiors. Companies that invest in coaching for their Latina employees also benefit from increased employee retention and engagement, as these leaders become more aligned with their roles and the organizational mission.

It is necessary to address systemic issues for progress, so as not to burden the individual with clearing barriers and obstacles that are beyond one person’s control. Addressing these disparities requires companies to implement more structured mentorship programs, track Latina representation at all levels, and create inclusive cultures that consider the unique challenges Latinas face.

By Nicki Gilmour, Executive Leadership Coach, Founder and CEO of theglasshammer.com

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Yasmine Coupal: Partner, Goldman Sachs

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Yasmine Coupal“Careers are not linear, and there isn’t a one size fits all approach. I think the key is to find the balance that works for you professionally and personally. If I had tried to predict what the next five years of my career would have been at any single point in time, I would have been completely wrong,” says Yasmine Coupal, a partner in Investment Banking, Goldman Sachs. “I thought I was joining Goldman Sachs for two years, and here I am, 20 years later.”

Coupal’s career is a testament to the power of embracing the unexpected. Born and raised in Venezuela, she initially set her sights on economic development, education policy in particular, planning to return to Latin America after completing undergraduate and graduate degrees in Economics and International Policy at Stanford. But a surprising detour into finance changed everything.

After graduation, a friend who was working at Goldman Sachs recommended she interview for a role on the Latin America credit team and Coupal was impressed with the people she interviewed with.

“It was too compelling of an offer to pass up, even though it meant adjusting my plans to return to Venezuela to be with my then boyfriend, now husband of 19 years.” She remembers, “long story short, I took the job in 2004, and he moved to New York instead.”

Yasmine thrived at Goldman as an analyst on the Latin America and Natural Resources credit risk team. Coupal states that she loved to travel across the region and while on a business trip in Argentina in 2007, she met a VP that ultimately convinced her to join the capital markets team as an associate. She then shifted her coverage from Latin America to domestic industrial companies.

“I wasn’t looking for a move, but I knew it was time for a challenge and to try something new.”

It was Coupal’s unwavering openness to new challenges that propelled her advancement from an internal facing role in Credit Risk to a client facing role in Capital Markets. However, it was the personal decision to relocate to San Francisco with her husband that proved to be a turning point in her career. Taking the risk to leave the financial hub of New York and follow her heart, Coupal found herself in the midst of Silicon Valley’s booming tech scene. Leveraging her unique position of being on the ground to meet with large cap tech clients, Coupal built relationships, knowledge and experience with TMT (Technology, Media and Telecommunications) clients while still very much covering her sector of industrial and real estate companies for the bank.

Ultimately, when the Managing Director for TMT debt capital markets retired in 2014, Coupal raised her hand and was selected to lead the team due to the strong relationships she had built with clients on the West Coast. In fact, she made Managing Director in 2015 and in 2018, the firm officially created the West Coast Financing Team. Along with Will Connelly, Coupal was named Co-Head and after growing and guiding the team through the pandemic, Yasmine made partner in 2020.

She reflects, “there will be moments in your career when you’ll need to make decisions based on what aligns with your professional goals and then there are moments when personal priorities are more important. Sometimes it involves taking risks, even when the outcome is uncertain. Ultimately, finding the right balance that works for you is key.”

Never one to get too comfortable, Coupal made another bold move two years later in 2022, stepping into an investment banking role where she leads coverage of large cap technology companies. Driven by her constant quest for growth and her ability to turn every opportunity into a success, Coupal is excited to keep pushing her boundaries and challenge herself as she continues as a leader at Goldman Sachs.

Investing in Relationships

When Coupal first interviewed at Goldman, it was the people she met who ignited her excitement about joining the firm. Even today, the connections she built at the firm throughout her career remain a driving force in her sense of fulfillment at work as she notes, “you’re not going to really love the job or be successful if you don’t like the people that you work with.”

In addition to making the work more enjoyable, building relationships also expands one’s network. Coupal advocates for taking the time and effort to establish those connections, particularly through in-person opportunities like meeting for coffee.

“You need to invest in your network. It’s important to have a goal of setting up an in-person catch up with someone that you work with every single week because it allows for people to get to know you as a person, so that you’re not just a name on the other side of an email.”

The value of investing that time is multifold as it creates a sense of support, opens opportunities to learn from others, and engenders loyalty to each other and the firm.

“As people understand your interests, give you feedback and see that you’re performing, you automatically get new opportunities. It becomes this reciprocal cycle that leads to success,” says Coupal. “It’s also the glue that keeps people at the firm. One of the reasons I’ve stayed so long is because I have people that I admire who have invested in me. It creates a sense of loyalty.”

Mentorship is Reciprocal

In thinking about the significance of finding inspiration and support, Coupal points to one of her mentors, Susie Scher, as pivotal to her leadership development.

Coupal shares, “Susie was instrumental in my growth at Goldman Sachs from the associate level to Vice President, Managing Director and ultimately, Partner. In essence, she saw me grow up at Goldman Sachs. She is someone who identified my talent, invested in it, and was courageous enough to give me a lot of responsibility.”

Having the experience of a mentor who believed in her engenders a deep commitment for Coupal to pay it forward and be that support for others.

“It begins with how I develop my team and invest in them, placing a strong emphasis on feedback. I focus on building genuine relationships, getting to know who they are, their skills, their ambitions, and identifying the potential in them that they may not yet have recognized.”

Extending her influence beyond her direct reports, Coupal participates in formal mentorship programs at Goldman while also being open to informal connections when people reach out to her for guidance. In either circumstance, Coupal emphasizes, “mentoring is a two-way relationship, it requires both sides to equally invest. I might want to mentor as many people as I can, but if the other side is not reciprocating and wanting to develop that relationship, there’s only so far that I can go.”

Reflecting on where sponsorship fits within the framework of support and building relationships, Coupal believes that mentorship and sponsorship go hand in hand as the roles can shift and change as people move through the firm.

“It’s fluid. A mentor can become a sponsor, or vice versa, but the key to success lies not just in getting to know you personally, but in working with you. It’s that combination that makes the relationship most effective.”

Champion your Uniqueness

In addition to being an avid mentor and sponsor, Coupal supports diversity and inclusion efforts, participating in speaking engagements and hosting sessions that provide an opportunity for female talent at the firm to talk candidly about their experiences. One theme that she strives to convey to junior analysts is, “be your genuine self. Don’t try to be someone else. Don’t try to fit a mold that you think is the key to success.”

As a Latina woman excelling in the financial industry, Coupal speaks to how she champions her uniqueness and sees it as an asset.

“Being a subject matter expert while being a woman and Latina differentiates me, makes me unique and memorable, and many times allows me to connect with clients on a different level. Establishing these deep connections and trust has been critical in my career and allowed me to build and foster relationships I wouldn’t have had otherwise.”

Beyond recognizing the power of authenticity, Coupal emphasizes that adaptability and a willingness to step outside one’s comfort zone are instrumental to career development.

“Success in one stage of your career may not guarantee success in the next. Staying humble, seeking advice, thinking ahead, and remaining flexible when plans change is key.”

She continues, “be comfortable being uncomfortable. When you start feeling too comfortable, it’s a signal to challenge yourself with something new. It keeps you on your toes and ensures continuous growth.”

Outside of work, Coupal is eager to instill in her children the same curiosity and openness to new experiences that have shaped her own journey, especially through travel. “One of our greatest joys is taking our kids to explore different countries, cultures, and cuisines,” she says. Passionate about family time, Coupal loves spending weekends cheering at soccer games or unwinding together with a backyard barbecue.

By Jessica Robaire

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