Here’s the truth, there are many leaders who are awesome and show up as themselves for both the organization and their employees. But sadly, there are also a lot of insincere leaders as well, dealing with insecurity, ego, or biases that they don’t recognize. Authenticity isn’t just a buzzword; it is one of the most important parts of effective and inspiring leadership. So what does it mean to have a leader that’s genuinely authentic and how does it impact an organization’s culture and employees? Keep reading, I bet you recognize your great leaders by these qualities.
Practicing What You Preach
True leaders walk the talk. It’s one thing to list company values on a website or in trainings, it’s another to live them every day. Authentic leaders are visible models of these values in action, whether that’s through their decision-making, the way they handle conflict, or how they reward and recognize their team. They know their actions set the tone for the whole organization, so they strive for consistency between their words and deeds. Think about it for a minute, as a leader, when was the last time you made a decision that truly reflected your personal or company values? How did that impact your team?
Recognizing and Reducing Bias
Authentic leaders know they’re not perfect. They openly acknowledge their biases and actively work to mitigate their effects, not just in themselves but within their teams. They create spaces where different voices are heard and valued, which not only helps with creativity and empowering employees, but also reinforces a culture of fairness. This isn’t about having rose colored glasses on or pretending differences don’t exist, it’s about seeing the differences individuals might have and ensuring you recognize how you show up to the table! Consider the vasty diversity of your network or team. Are there enough differing perspectives being heard, or could you do more to foster inclusivity? This is where your biases generally show up.
Connecting on an Individual Level
Great leaders aren’t just managers, they’re humans who care deeply about the people behind the job titles. They build genuine relationships, which means they don’t just ask about your sales numbers, they ask about your family, your recent vacation, or your passions. They truly care about what is happening in your life, as they know that this can affect your work life, and they want you to be best version of yourself! This doesn’t mean prying into personal lives, it means showing actual interest and concern for team members as individuals. This empathy can transform a work environment, making people feel safe and valued, which in turn drives loyalty and engagement. When’s the last time you had a real conversation with someone on your team about something non-work related?
Embracing Vulnerability as Strength
Showing vulnerability might seem counterintuitive to traditional norms of stoic (masculine) leadership, but it’s actually a strength. Authentic leaders are open about their challenges and uncertainties. They admit when they don’t have all the answers, which invites other people to contribute their expertise and ideas. This doesn’t undermine a leader’s authority at all! Rather, it humanizes them and promotes a culture of teamwork and open communication. Reflect on a moment when you were vulnerable with your team. What was the outcome? Most likely, you gained the trust and respect of those you involved.
Authentic leadership isn’t something you can achieve overnight. It requires practice and dedication to self-awareness, integrity, and a genuine commitment to the well-being of others. It’s about making a real difference in the lives of the people you lead and leaving a legacy that’s not just about hitting targets but about building a supportive, transparent, and inclusive, safe culture. How will you take steps towards being a more authentic leader today? Don’t just strive to be a leader, strive be leaders who inspire trust and respect through authenticity.
As you think about these authentic leadership skills and consider which areas you or your leader could improve upon, I would love it if you shared in the comments if you or your leader struggle with any of these. As always, I appreciate you reading. Please like, comment, or share with anyone you think might enjoy reading this!
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