Actionable Steps to Authentic Leadership
Have you ever worked for someone and known basically nothing about them?
Maybe they thought who they were had nothing to do with business. (Even though people do business with people.) Or maybe they thought it wasn’t professional to tell you their fave pastime or their taste in music; let me just turn down this Eminem track so I can hear your answer.
So if you worked for someone you barely knew, did you feel connected to them? Loyal? Trusting? I’d be willing to wager they weren’t the best leader you ever had. The most inspiring and motivating leaders bring their authentic selves to work.
What is authenticity?
According to Author and Speaker, Brené Brown, authenticity is the daily practice of letting go of who we think we’re supposed to be and embracing who we are. This is what choosing authenticity looks like:
Being a person without losing your professionalism. You can be real while also being respectful and respectable.
Giving a face, heart, and soul to an industry, a company, an association, or a role within a firm. Authenticity moves beyond business to what matters most: people.
Being honest, real, and vulnerable without feeling the need to share everything. You can have boundaries and still be authentic.
Letting ourselves be seen imperfectly in our strengths and our struggles because when we own both, we allow others to see themselves too. Connection happens in this vulnerability.
You’ve probably heard / read / experienced that authenticity helps us develop trust and form real connections with prospective and existing clients. For example, a prospect might find you on LinkedIn, vibe with you, and reach out. Or a client may deepen their relationship with you when you talk about your strengths and struggles, the very ones that allow you to help them with their pain points.
But what does "embracing who you are" have to do with leadership?
Just as authenticity helps you strengthen trust and loyalty with prospective and existing clients, it does the same with prospective and current team members. Research has shown that authentic leadership serves as the strongest predictor of employee job satisfaction, organizational commitment, and work happiness. And in a world that’s increasingly virtual, you must allow yourself to be truly seen to effectively lead a team.
What it means to show up as an authentic leader
You’re genuine about who you are. When you’re genuine about who you are, you attract the right people and repel the ones that wouldn’t mesh with you. Own who you are; people will find what they have in common with you (“hey, I love 90s rap too!”) and feel compelled to reach out. Spoiler: I’ve hired some of these people and they’re rockstars!
You’re transparent about your mission. Make it known what you stand for. Again, this will help you attract and repel. You want people on your team that believe in your business and what it stands for. I talk about my mission on my website, on social media, and in almost every single all-staff meeting. This helps the team understand why we come to work and why we serve; it drives us and unifies us.
You’re vulnerable about where you are on your journey. You don’t need to pretend you have all the answers; just be brave enough to ask the questions. This helps others feel comfortable asking questions. When you’re genuine about your strengths and weaknesses, your team will feel more comfortable approaching you about mistakes or their areas for growth. Asking questions and acknowledging challenges allows a team to problem solve and move forward.
You’re straightforward with your team. Be honest with your team; always let them know where they stand. If they’re crushing it, tell ‘em. If they mess up, tell ‘em. Positive feedback and constructive criticism are important ways your employees learn to trust that you are being honest about your true feelings regarding their performance.
Last but definitely not least, you’re visible. How can your staff know who you are and what you stand for if they don’t see or hear from you? While it’s easier to be visible if you’re all sharing an office, it’s less common these days. So how can you be visible remotely? Zoom meetings and emails of course, but also - build your personal brand. Several of my employees are the first to like every LinkedIn post I write. They see me, they get to know me better, and they continue to trust me as their leader.
Hone your authentic leadership skills
Today’s top talent seeks leaders that are authentic, teams that are motivated, and work that is meaningful. To recruit effectively, as well as promote productivity and a healthy team atmosphere, it's critical for you to practice authentic leadership. I say practice because it’s a skill like any other - and a journey that’s never complete. Here are five actionable steps you can take to practice:
Practice self awareness. You can’t be genuine if you don’t know who you are or what you stand for. Take time to write down your core values. You might be tempted to create separate lists for personal and professional values; don’t! If it’s truly one of your core values, it will show up at work, at home, and everywhere in between. Knowing your core values will give you greater self awareness and help you lead the team in value-based decisions.
Ask for feedback. Does your team feel that you are being authentic? Do they trust you? Are they aligned with your mission? Do they feel they can be their authentic selves at work? The best leaders are continuously and mindfully growing from feedback.
Share your story. I’m big on the power of storytelling and while I’m usually going on and on about the impact that stories have on growing your business, they’re just as important in growing a tight-knit team. Remember to use stories to comfort, inspire, and motivate. And make room for others to tell their stories too.
Develop your personal brand. Regardless of whether you want a personal brand or not, you’ve got one. The question is, is it intentional or accidental? Is your reputation what you want it to be? Do others know what your values are? Authentic leadership can be active or passive. You can build it or let others make it for you. So maybe the bigger question is, “Do you like your personal brand?” And if you don’t, maybe it’s time to do something about it.
Encourage your employees to develop their own personal brands. They can blog or get active on LinkedIn, where they too can build industry credibility, attract prospects and share in your mission.
Are you a CEO or founder looking to develop a personal brand?
