Why teams don’t need perfect leaders

One of the most important things a leader can create is an environment where people feel comfortable being honest when something goes wrong. Accountability is still essential, but accountability and support can exist together.”

OPINION — I think many leaders quietly carry the belief that they are supposed to have everything figured out. As companies grow and more people rely on your decisions, there can be pressure to always appear confident, composed and certain, even during difficult moments.

Over time, though, I’ve realized that most teams are not looking for perfection from leadership as much as they are looking for trust.

Leadership today is far more relationship-driven than it once was. People want to feel connected to the organizations they are part of, and that connection is often shaped by the tone leadership creates. Teams are more engaged when interactions are authentic, expectations are clear and people feel informed, valued and part of the bigger picture.

Colleagues want honesty and consistency. They want to know that when challenges come up, communication will be clear and that mistakes, questions or difficult conversations will be handled with grace. In my experience, the strongest teams are usually built in environments where people feel supported enough to be human, accountable enough to grow and trusted enough to continue learning along the way.

One of the most important things a leader can create is an environment where people feel comfortable being honest when something goes wrong. Accountability is still essential, but accountability and support can exist together. In many cases, they strengthen one another. When employees know their leaders see the best in them, they are more willing to take ownership, communicate openly and focus on solutions instead of becoming discouraged by mistakes.

I have also learned that growth-oriented leadership has a ripple effect across an organization. Leaders who are willing to evolve, accept feedback and acknowledge that they are still learning often create teams that feel empowered to do the same. That mindset encourages collaboration, resilience and a stronger sense of shared responsibility.

There is also great value in transparency — it is one of the most underrated qualities a leader can bring to a team. This doesn’t mean having every answer or sharing every challenge in real time. It means giving those around you a realistic understanding of where things stand. Employees are often far more adaptable than leaders realize when they feel included, respected and trusted.

Many people can remember a time in their career when they felt genuinely supported by leadership, and those experiences tend to stay with them. Usually, it is not because a leader appeared perfect at all times. It is because that leader created an environment where people were encouraged to contribute, improve and build confidence without every mistake becoming a defining moment.

Leadership is not about presenting an image of perfection. It is about creating a culture where people are motivated to do meaningful work, support one another and continue evolving together over time. In the end, the leaders who leave the greatest impact are often the ones who lead with transparency, humanness, encourage growth and build trust that allows teams to thrive.

Phoenix native and ASU grad Jennifer Kaplan is president and CEO of a Scottsdale-based public relations and marketing firm. Please submit comments at yourvalley.net/letters or email them to AzOpinions@iniusa.org. We are committed to publishing a wide variety of reader opinions, as long as they meet our Civility Guidelines.