Leading with Authenticity: Unlocking Your True Potential as a Servant Leader
- Ashish Goyal
- Dec 23, 2024
- 7 min read
Authenticity in leadership is about staying true to one’s values, beliefs, and emotions while leading with integrity, transparency, and empathy, creating an environment where individuals feel empowered to express themselves, share ideas, and address challenges openly. It is not merely a personal trait but a way of interacting with teams and organizations that fosters trust, builds meaningful relationships, and drives engagement. For leaders, authenticity means modelling vulnerability and honesty, which inspires confidence and motivates teams. For example, admitting during a team meeting that a particular strategy didn’t work and inviting the team to collaborate on a solution is an authentic gesture that reinforces trust. Similarly, prioritizing employee well-being during high-pressure situations, even if it means adjusting timelines, demonstrates genuine care and commitment.
Authenticity matters because it builds trust, strengthens relationships, and inspires commitment. Teams are more engaged and motivated when their leaders act authentically, creating a workplace culture where everyone feels valued and understood. For instance, a department head who regularly shares organizational changes with transparency builds trust and reduces uncertainty among team members, making them more likely to embrace change. A manager who takes the time to understand an employee’s personal challenges demonstrates empathy, fostering loyalty and engagement. Authenticity enables leaders to connect with their teams on a deeper level, inspiring them to perform at their best.
The importance of authenticity is also supported by stories from renowned books on leadership and personal development. Brené Brown, in her book Dare to Lead, highlights the power of vulnerability in leadership, recounting a story of a leader who admitted to their team that they didn’t have all the answers during a critical project. Rather than losing respect, the leader’s honesty inspired the team to collaborate and find solutions together, strengthening their bond and achieving success. Simon Sinek’s Start with Why shares the story of the Wright brothers, who led with authenticity by staying true to their vision of powered flight despite limited resources. Their commitment to their purpose inspired their team to persevere, ultimately achieving a groundbreaking success. Stephen Covey’s The 7 Habits of Highly Effective People recounts a story of a leader who practiced “Seek First to Understand” by actively listening to an employee’s concerns during a conflict. This act of empathy transformed their strained relationship into a stronger bond, illustrating how authenticity in leadership can resolve challenges and build trust.
However, the absence of authenticity in leadership can lead to significant challenges, including the loss of trust, shallow relationships, and increased stress or turnover among teams. When employees sense that their leader is withholding information or acting insincerely, they may become disengaged and hesitant to commit fully to their roles. For example, a leader who avoids addressing a project’s setbacks risks eroding the team’s confidence and creating a culture of fear and doubt. Without authenticity, relationships between leaders and teams can remain superficial, undermining collaboration and team cohesion. Furthermore, teams led by inauthentic leaders often experience unclear expectations and a lack of psychological safety, which contributes to heightened stress, diminished creativity, and higher attrition rates.
Authenticity in leadership manifests in various day-to-day activities. In team meetings, leaders can foster honest discussions by modelling openness themselves, such as sharing personal anecdotes about challenges and what they learned from them. For example, a leader might open a meeting by admitting they struggled with a particular decision and asking for the team’s input, which fosters collaboration and trust. In one-on-one check-ins, authenticity builds trust by allowing employees to share their concerns openly. A manager who admits to navigating work-life balance struggles may encourage their team to open up about their own challenges, creating a supportive environment. During decision-making, transparency helps align teams with shared goals. For instance, a leader who explains why certain initiatives were prioritized and invites feedback ensures team buy-in and alignment. Delivering feedback and coaching with authenticity focuses on empathy and growth, such as saying, “Here’s where I think we can improve—what are your thoughts on how we can get there?” This approach fosters a collaborative and trusting relationship.
While authenticity is transformative, it requires a cautious and balanced approach to avoid potential pitfalls. Leaders must ensure that authenticity does not blur professional boundaries or become an excuse for unfiltered honesty, which can create discomfort or harm team dynamics. Oversharing personal struggles or expressing unedited thoughts may distract from organizational goals or undermine trust. For example, a leader who vents their frustrations about organizational challenges without offering solutions might create unnecessary anxiety among their team. Similarly, an overemphasis on “being yourself” might inadvertently come across as self-centered if it disregards team cohesion or the needs of others. Authenticity must also be genuine, as using vulnerability as a performative tool erodes trust rather than building it. Striking the right balance between openness and professionalism is essential, guided by self-awareness, emotional intelligence, and a sincere desire to foster collaboration and trust.
Practicing authenticity requires intentionality and a willingness to develop self-awareness. Leaders can reflect on their values, leadership style, and areas for growth by maintaining a journal to evaluate how their actions align with their principles. Embracing vulnerability is another critical step, as leaders who admit their challenges and uncertainties inspire teams to collaborate on solutions. For example, a leader who shares a story of a previous failure and how they learned from it sets the tone for a culture of continuous improvement. Creating psychological safety is also vital, as it allows team members to express themselves freely without fear of judgment. Leaders can encourage this by beginning meetings with requests for honest feedback and acknowledging individual contributions. Authenticity thrives when leaders consistently demonstrate integrity, transparency, and a commitment to shared goals, modelling the behaviours they want their teams to adopt.
Leading with authenticity also involves focusing on active listening and building genuine connections with team members. By showing interest in their perspectives and repeating back what is heard to ensure understanding, leaders create an environment where employees feel valued and understood. This approach echoes Stephen Covey’s principle of “Seek First to Understand,” where a leader resolved a strained relationship with an employee by listening empathetically and transforming the dynamic into a more productive and trusting bond. Similarly, Simon Sinek’s focus on purpose-driven leadership reminds leaders to connect their teams with the organization’s mission. For instance, a marketing leader who reignited their team’s creativity and productivity by sharing their personal passion for a project after a challenging quarter demonstrated the power of authenticity in leadership.
Authentic leadership has a profound impact on team dynamics, fostering trust, innovation, and resilience while driving organizational success. A manager who openly discusses lessons learned from mistakes, invites team members to contribute ideas during strategy sessions, and supports employees’ personal growth creates a culture where individuals feel empowered to take risks and achieve their best. By embracing authenticity, leaders not only strengthen their relationships with teams but also model the behaviors that lead to a collaborative and thriving workplace. However, authenticity must be practiced with mindfulness to avoid potential pitfalls, ensuring that leaders maintain professionalism, respect boundaries, and prioritize the well-being of their teams.
As Simon Sinek eloquently states in Start with Why, “People don’t buy what you do; they buy why you do it. And what you do simply proves what you believe.” This powerful reminder underscores the importance of authenticity in leadership, where actions aligned with genuine values inspire trust, commitment, and a shared sense of purpose. Through intentional practice and a balanced approach, authenticity can become the cornerstone of effective leadership, transforming teams and organizations for the better.
The story from Brené Brown about a leader admitting they didn’t have all the answers and the Wright brothers’ commitment to their vision illustrates how authenticity inspires teams to overcome challenges and innovate. These examples, along with Stephen Covey’s story of resolving conflict through empathetic listening, highlight the profound impact authentic leadership can have on relationships, trust, and success. Leaders who practice authenticity with intention and care create an environment where individuals feel safe to express themselves, contribute ideas, and grow. In doing so, they foster a culture of collaboration, resilience, and excellence that benefits individuals and organizations alike. Authenticity is not only a leadership style but a way of being that inspires confidence, drives engagement, and leads to sustainable success.
Now let’s discuss how we can practice it within the workplace and demonstrate as a Leader
How Authenticity Shapes Leadership Activities
Team Meetings:
Authentic leaders facilitate honest discussions by modeling openness themselves.
Example: A manager starting a meeting with, “I need your honest feedback on this approach—I don’t have all the answers.”
One-on-One Check-Ins:
Authenticity in these conversations creates a safe space for employees to share challenges.
Example: A leader acknowledging their own struggles with work-life balance encourages an employee to open up about theirs.
Decision-Making:
Authentic leaders prioritize transparency in decision-making processes.
Example: Explaining why certain projects were deprioritized to focus resources on higher-impact goals helps teams stay aligned and motivated.
Feedback and Coaching:
Leaders who deliver constructive feedback with empathy build trust and encourage growth.
Example: A manager saying, “I noticed this challenge in your work—how can I support you in overcoming it?” demonstrates care and authenticity.
How to Foster Authenticity as a Leader
Develop Self-Awareness:
Reflect on your values, leadership style, and areas for growth.
Activity: Maintain a leadership journal to record key decisions and reflect on how they align with your values.
Embrace Vulnerability:
Be open about challenges and admit when you don’t know something.
Example: A manager sharing how they learned from a past mistake creates a culture where failure is seen as a stepping stone.
Cultivate Psychological Safety:
Create an environment where team members feel safe to express themselves.
Activity: Regularly revisit team norms to ensure inclusivity and openness.
Lead by Example:
Model the behaviour you want to see in your team.
Example: If you value collaboration, actively seek input from all team members during discussions.
Focus on Active Listening:
Show genuine interest in others’ perspectives.
Activity: In meetings, repeat back what you hear to ensure understanding and validation.
Conclusion: Authenticity is the foundation of effective leadership. By embracing vulnerability, fostering trust, and leading with integrity, leaders inspire their teams to achieve more while creating a culture of innovation, resilience, and collaboration.
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