What if the key to innovation, engagement, and retention wasn’t another leadership strategy or performance metric but a shift in workplace culture?
In Unhide & Seek – Live Your Best Life, Do Your Best Work, Ruth Rathblott makes a compelling case that the answer lies in creating environments in which people feel safe to bring their whole selves to work.
Rathblott, a TEDx speaker and bestselling author, doesn’t just talk about unhiding; she has lived it. Born with a limb difference, she spent years hiding a part of herself, only to realize that this act of concealment was not unique to her. She holds a Bachelor of Arts in psychology from Goucher College and a Master of Social Work from Boston University. In this book, she takes readers on a transformative journey, helping them uncover the ways they, too, are hiding and how that impacts both personal fulfillment and professional success.
What unhiding looks like
The book’s first part defines hiding as something that we all do, whether it’s adjusting our behavior to fit in, suppressing our identities to avoid discomfort, or choosing not to share aspects of our personal lives. Rathblott argues that naming our hiding is the first step to overcoming it. If you are unsure of what you might be hiding, her insightful self-inventory will help you uncover it.
Rathblott illustrates that unhiding is not just about vulnerability; it’s about reclaiming our power. Unhiding can mean:
- Sharing our most authentic selves without fear of judgment.
- Building psychological safety.
- Recognizing that our differences are assets, not liabilities.
- Creating connection and empathy by allowing others to see us as our full selves.
Why unhiding matters now
As organizations grapple with return-to-office policies and shifts in workplace culture, Unhide & Seek is more relevant than ever. Rathblott highlights a crucial reality: leaders hide more than individual contributors. Leaders have more eyes on them because they are in a position of power; they have more to lose since there are generally fewer leadership roles available; and they have more pressure to conform as role models in the organization. She insists leaders must be the first to model unhiding and set the tone for a culture of trust and psychological safety. Without this, organizations risk fostering a hiding culture that drains employee engagement, stifles innovation, and leads to high turnover. Simply put: “When people can’t be fully present, they can’t be productive,” Rathblott says.
The four steps to unhiding
In the second half of the book, Rathblott provides a practical framework for breaking free from hiding:
- Acknowledge what you are hiding: Identify what you’re hiding and how it holds you back.
- Invite a trusted friend: Find an ally to share in your unhiding journey and ask them to support you.
- Build your community: Connection is key; employee resource groups, or ERGs, industry associations like the Society of Women Engineers, and other organizations can provide support.
- Share your story: Talking about your experience helps normalize it and creates more welcoming spaces for others to unhide.
Through compelling storytelling, actionable exercises, and research-backed insights, Unhide & Seek is more than just a self-help book — it’s a workplace revolution. Rathblott is not just writing about change; she’s leading a global movement around unhiding. As a speaker, consultant, and advocate, she works with organizations such as Sony, Barclays, and the Yale School of Management to foster inclusion, break down barriers, and build thriving, high-performing teams.
If you’re a leader looking to create a culture of trust or an individual seeking more authenticity in your career, Unhide & Seek is the roadmap you need. When people unhide, organizations thrive.
