Authenticity
“Authenticity is the alignment of head, mouth, heart, and feet - thinking, saying, feeling, and doing the same thing - consistently. This builds trust, and followers love leaders they can trust.”
“If you think dealing with issues like worthiness and authenticity and vulnerability are not worthwhile because there are more pressing issues, like the bottom line or attendance or standardised test scores, you are sadly, sadly mistaken. It underpins everything.”
When we work with someone on elements of leadership we talk about the importance of authenticity.
We introduce the idea if the coachee has not done so for themselves.
In itself this is an example of coaching being about adept use of directive interventions, in this case a suggestion, as well as the non-directive elements to which we rightly attach great importance.
For can a leadership brand be complete without authenticity? Without wrestling with what that actually means in practice?
Without a sense of being real, being self-aware?
Or without harnessing or building the ability to be at ease with, and true to, oneself that is the foundation of effective and inspirational leadership?
We might be able to go as far as saying that you cannot be an effective leader if you aren’t being authentic.
What do we mean by this?
Well…we don’t mean ‘being your fully unfiltered self in the workplace’. There are those who justify poor behaviour by stating “I’m being authentic”. You won’t find us defending that as a valid position.
We mean something along these lines:
1: Having values and being true to them (‘being’ them not just talking about them)
2: Self-awareness: reflection and re-examination by the leader of their own strengths, weaknesses and unconscious/conscious biases
3: Open sharing by the leader of their own thoughts and beliefs, balanced by control of display of emotions. To put it another way: express emotions rather than display them (e.g. saying “that makes me feel frustrated” as opposed to acting frustrated)
4: Being open to differing points of view and treating them as of equal value regardless of any final decision
5: Creating coalitions of support regardless of seniority or silos
6: Stewardship/legacy – begin focused on what remains when the leader him/herself is no longer in that specific post – employing the best as direct reports, nurturing successors and thinking long-term
Overall: authentic leaders are aware of their strengths, their limitations, and their emotions. They show their real selves to their followers. They do not act one way in private and another in public; they don't hide their mistakes or weaknesses out of fear of looking weak.
How are you doing in this regard? You know that we’d love to work with you on being the most authentic, impactful leader you can be.