Throughout my career developing leaders, I’ve seen a narrative that keeps holding talented professionals back: the idea that asking for help means you’re not smart enough for the role or you don’t have what it takes to lead. This could not be further from the truth, and it’s time we change the story.

There is no perfect leadership model or perfect leader. Leadership is a journey, there is always a gap between where we are today and what competencies we need for the future. We evolve over time based on our experiences, our team, our organization, the economy, and other outside factors. Yet, with nearly two-thirds of workers experiencing imposter syndrome, many potential leaders never step forward, thinking they should have all the answers.

The reality is that asking for help doesn’t mean we show weakness. It provides opportunity for growth and learning, allowing us to expand our perspectives and elevate our teams and organizations. As leaders, we tend to focus on coaching and developing others, and we forget that in order to be effective, we also have to learn.

I recently worked with a senior executive who had been in their industry for 30-plus years. Through feedback, they realized their leadership style wasn’t motivating or inspiring to new leaders coming into the organization—it felt heavy, stuffy, and hard. Instead of pushing back, this leader asked for help to evolve their leadership style in order to build connection and trust with the new leaders. Through coaching, something remarkable happened. Team members who had known this leader for decades came to them and said they had notably seen their leadership style improve. They were not only a better leader but also helped their employees think about things differently to achieve goals.

Too often, the narrative is that you only seek help when you’re in trouble—when things aren’t trending well for you or the team. However, if we are investing and asking for help in ourselves, we’re actually bringing more value to the team which can help us get to our vision faster.

When our teams see us learn, stretch, and grow, it gives them space and permission to do the same. This means moving away from command and control and stepping into the role of leader as coach. This shift only happens when we’re willing to be vulnerable and keep learning ourselves.

It’s important when leaders are asking for help to think about where they really want to focus while staying open to what they might discover. Your initial focus might need to shift as you start to dig deeper and learn new information, skills, and behaviors. It’s not about learning one thing. We need to learn and relearn, discovering things we never thought about at the start of that learning journey.

Think about where you are as a leader today and where you need to be. There’s always going to be a gap to fill. View it as an opportunity. The story should be: strong leaders invest not only in their employees but in themselves. While we’re quick to invest in our teams, technology, and processes, we often hold back from investing in our own growth. This mindset needs to change.

Let’s shift how we think about asking for help. It’s not a sign that you’re failing. It’s a strategic investment in your leadership capacity and your organization’s future. In today’s rapidly changing business landscape, the most impactful leaders are those who keep evolving, learning, and yes, asking for help. The question is not whether you need help developing your skills as a leader, it’s whether you’ll make the investment in yourself that your organization deserves.

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