Karsten Wenzlaff, Advisor
August 26th, 2025
Karsten Wenzlaff is a Crowdfunding and Fintech Expert from Germany. He is Secretary-General of Digit[...]
Why IT leaders who hide their weaknesses lose their team and their business
March 19, 2026
For a long time, it was believed in the business world that a leader should project nothing but confidence. Why does this model cease to be effective in IT?
The stereotype of the ‘invulnerable leader’ took shape back in the days of rigid hierarchical structures. In IT projects, everything changes very quickly and there is a great deal of uncertainty — and at this point, such a model becomes detrimental to the business. When a leader tries to appear flawless, they create a distance.
Employees stop raising issues at an early stage, as they fear they will fall short of the ideal that has been set. The manager gets a distorted picture, and for an IT project, this is critical.
What is the danger of the ‘unspoken’ risk, and what does it mean for the business?
The ‘unspoken’ is a void that the brain fills in itself. And it most often fills it with negative thoughts and emotions. If a manager remains silent about difficulties, the team begins to think: ‘There’ll probably be redundancies, the project will be shut down, or the money will run out.’ Anxiety grows, people put less effort into the project, or they resign. Competent openness, on the other hand, fills this void with explanations — and the tension dissipates.
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Won’t admitting vulnerability, such as feeling nervous before an important pitch, undermine the founder’s authority in the eyes of investors?
On the contrary. Investors invest in the founder’s competence. Someone who speaks honestly about risks and their state of mind comes across as someone who is truly in control of the situation. Admitting vulnerability is not a complaint from a weak leader, but a statement of fact. For example, when we were developing Matthew Eat Bot, we openly discussed the challenges of integrating with external APIs with the team. Such honesty shows that we understand the scale of the task and are prepared for it, rather than simply ignoring the obstacles.
How does this approach affect internal processes within the team?
It makes the human factor a normal and natural part of the work. If a manager can say, ‘I’m worried about this release,’ then employees are also entitled to be just as honest. At Gratio, this helps to quickly identify any issues. People don’t waste energy pretending to be perfect; they simply do their jobs well. Trust in this context translates into real savings: faster communication and fewer unnecessary costs.
See: How Fintech Teams Move From Tools To Agents
Where is the line between ‘thoughtful openness’ and excessive emotionality, which might scare off partners and investors?
The line lies in the purpose. A leader shares their vulnerabilities not to elicit sympathy, but to create a safe working environment. Openness must be practical: if you’re discussing a problem, immediately show how to solve it, or ask for specific help. This is a working conversation, of which there may be as many as a hundred during the process. The main goal is one: to make the business more sustainable through honest relationships between management and the team.
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