The Power—and Peril—of Authentic Self-Disclosure in Team Success

Research on psychological safety shows that teams grow fastest when members are willing to admit failures openly, without fear of shame or retribution. In Running with Scissors, tension runs sky-high after Jude’s messy exit and subsequent return. Instead of pretending it never happened, Jude chooses to speak up in several small, awkward encounters. He doesn’t overapologize or dramatize—he states honestly what he’d done, how it made him feel, and what he wishes he’d done differently. This simple, gutsy act unlocks others to voice their own regrets (about lost record deals, heated breakups, or onstage mistakes), and reduces the stigma around honest struggle. The group begins collaborating more freely. In behavioral science, this is called the “disclosure effect.” When one person models vulnerability in a controlled, specific way, the group’s learning, risk-taking, and empathy measurably improve. Careful self-disclosure is not about dumping private woes, but about giving everyone permission to be human—and to grow.

If you want to help your group or team grow, start by sharing a recent mistake plainly and explain how it made you feel and what you took from it. Then invite a round of reflection or stories from others—making sure the focus is on learning, not blaming. Watch as real trust starts to build, and future challenges become opportunities for everyone to improve, not hide.