Can I unhide something to you?
I remember thinking, That’s what I do for a living. So… yes.
They took a breath.
My partner is sick. And I haven’t told anyone.
Then they said something I’ll never forget.
Because you’ve shared parts of your story, it made me look at what’s been holding me back.
That moment stayed with me.
Because it wasn’t about me.
It was about what sharing made possible for them.
And this is where unhiding changes workplace culture.
Not through policies. Through people.
The first time I shared my story out loud, I thought people might nod politely and move on.
They didn’t.
They shared back.
Not the same story. The same feeling.
A relationship they were staying in because it felt easier than starting over.
A dream they quietly shelved because they were afraid someone would say, “That’s not for you.”
Mental health struggles they were working overtime to keep invisible…
And that’s when it clicked.
Most of us aren’t hiding the same thing.
But most of us are hiding something at work or in life.
And when one person names something real, two things happen:
You take power back over your story.
And someone else realizes they don’t have to carry theirs alone.
That’s Step 4.
What Step 4 Really Means
(ID: Flywheel, the four steps to unhide)
Step 1: Acknowledge what you are hiding
Step 2: Invite In your person
Step 3: Build your community
Step 4: Share Your Story
Not everything.
Not all at once.
Not for attention.
For permission.
To stop carrying it alone.
And to show someone else they don’t have to either.
Because when someone says something real and nothing bad happens, trust grows.
And once people notice, hiding gets harder.
What Step 4 Is NOT
Not oversharing.
Not performing pain.
Not processing in real time.
This is sharing from the scar, not the open wound.
It sounds like:
• Here’s what I learned.
• Here’s what changed for me.
• Here’s what I see differently now.
What Sharing Is Actually For
Sharing your story is not about bringing your worst self into a room.
It’s about bringing your most honest, most grounded, most human self forward.
We don’t share to shock people. Or make the space about us.
We share so someone can support us.
So someone can connect with us.
So someone else knows they are not the only one.
And to be clear: Unhiding is not permission to be harmful or dehumanizing.
It’s about sharing your experience in a way that builds understanding, accountability, and connection.
And when it’s done with intention, it doesn’t lower the bar in a room. It raises it.
Why This Changes Culture
Most workplaces reward looking like you have it all handled
Story sharing models learning, growth and trust.
And trust changes how people show up.
When one person shares something real, it makes it safer for someone else to stop performing and start participating.
That’s how culture shifts.
Quietly. Human to human.
The Practical Part
If “share your story” feels big, make it small.
Try one:
• I used to think ____. Now I’m learning ____.
• What that experience taught me was ____.
• The moment I realized ____ was when ____.
That’s enough to open the door.
A Note for Leaders
If you are a leader, people watch how you make meaning from experience.
When leaders share learning, teams learn faster.
When leaders name mistakes, teams surface risk sooner.
When leaders show growth, teams stop pretending they already know everything.
People don’t unhide because you tell them to.
They unhide because they see what happens when someone does.
A Gentle Invitation
What is one thing you’ve learned about yourself that someone else might need permission to learn too?
You don’t have to share everything.
Just something that says: you’re not the only one.
If you’re ready to share, or just want a place to put words to what you’ve been holding, I’ve made space for that on my website. Share your story.
Warmest, Ruth
P.S. This is where unhiding stops being personal and starts changing how we work and live together.
P.P.S. If you missed earlier steps and want them, just reply and I’ll send them your way.
Thank you for being part of the UNHIDING community.
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