Be real: The magic of authentic leadership

There are few qualities quite as repulsive as insincerity. While being a grump or bully certainly isn’t ideal either, at least such characteristics are out in the open for all to see. There’s something to be said for transparency and the truth – even if it isn’t a truth we’d all necessarily like to experience. Unfortunately, the world of business and boardrooms is synonymous in the minds of many people with smarmy, unctuous middle managers and executives quick to use ambiguous doublespeak and meaningless platitudes to disguise true intentions.

Nothing demotivates a workforce faster than picking up on such artificial niceties. For example, if a CEO calls everyone in the company “one big happy family” shortly before announcing a round of imminent budget cuts and performance reviews, the entire announcement will come across as disingenuous. It’s bad enough to work under a cold or thoughtless leader, but it’s flat out demoralizing when the boss is clearly feigning interest and pretending to care. 

Is it really so difficult for the bosses, managers, and c-suite executives of the world to be real with their workers? Historically, the answer to that question has been a resounding yes. In the dog-eat-dog business landscape, transparency is hardly a trait conducive to climbing the corporate ladder, and lower level employees are usually the last to find out about policy shifts, impending changes, and bad news in general. 

Perhaps, then, we have our explanation as to why authentic leadership has emerged as an incredibly effective means of both guiding and motivating others in the workplace over the past two decades or so. One study published in the Leadership and Organization Development Journal tells us authentic leadership is linked to both happier employees and more robust organizational commitment, and another survey found the majority of workers believe authenticity in the workplace is paramount to productivity.

Plenty of bosses still archaically employ an authoritarian approach to delegation, while others prefer a more hands-off managerial strategy, but authentic leadership emphasizes genuineness and honesty between leader and team. Let’s take a closer look at what authentic leadership is all about.

What is authentic leadership?

At the heart of authentic leadership lies building genuine, meaningful relationships with co-workers. The lines of communication are always open between an authentic leader and their employees. Another hallmark of authenticity is transparency. The authentic manager is upfront about their decision making process and always open to hearing opposing opinions or ideas. 

Always accountable, authentic leaders lead by example and never sacrifice long-term goals in exchange for short-term glory. The positive work environment and sense of a purpose-driven community fostered by authentic leadership can benefit both individual and organization alike mightily. Here are a few key pillars of authentic leadership.

Self-assessment 

The stereotypical bad boss never stops to reflect on his own shortcomings, but the authentic leader never shies away from constructive feedback or admitting to a mistake. This quality goes a long way toward cultivating a stronger connection with employees. No one wants to work for someone incapable of looking at themselves in the figurative mirror.

Mission-driven, not self-interested

Plenty of people want to ascend the ranks of their respective field in pursuit of fancy titles, fatter paychecks, and recognition. Not the authentic boss; they are passionate about what they do and dedicated to reaching their goals and seeing their workers succeed, both individually and as a team. Authentic leaders inspire their teams to work together toward a common goal.

Self-discipline 

Setting a goal is one thing. Having the self-discipline to accomplish that goal is another entirely. Of course, self-discipline means more than simply exercising will power. Staying calm in the face of adversity goes hand in hand with authentic leadership as it inspires workers to keep their cool when plans go awry as well. Authentic leaders actually practice what they preach, serving as a great example for other workers to emulate.

Integrity

Trust is essential within any organization. If a workforce doesn’t believe what their supposed leader tells them, the company is doomed to fail. Authentic leaders emphasize honesty and integrity, and expect that their employees do the same. Setting the ethical tone in this way lays the groundwork for honest work and high effort across the board. Employees will be much less likely to cut corners or take shortcuts if they know their boss would never do something like that.