Authenticity. We hear that word a lot these days — and I’m glad people are talking about it. The problem is, many leaders struggle to be authentic. Why? 

For one, it takes work. Plus, outdated notions of good leadership where vulnerability, empathy, and emotions were supposed to be kept out of the workplace still have tentacles in our modern day society. 

Authentic leadership is about being genuine, transparent, and true to one’s values and beliefs. It’s about leading with both the mind and the heart, and it’s a powerful tool for inspiring trust, fostering collaboration, and driving change.

So, what does authentic leadership look like? Here are 4 key aspects:

1. Trust and Credibility: Authentic leaders earn the trust of their teams through their actions. They walk the talk, aligning their actions with their words. This consistency builds credibility, making it easier for team members to believe in their leader’s vision and follow their guidance.
2. Open Communication: Authentic leaders foster an environment of open communication. They are not afraid to show vulnerability, admitting when they don’t have all the answers. This openness encourages team members to share their ideas and concerns without fear of judgment.
3. Empathy and Understanding: Authentic leaders show empathy, taking the time to understand the challenges and perspectives of their team members. This allows them to make better decisions that take into account the needs and aspirations of their team.
4. Inspiring Others: By being true to themselves, authentic leaders inspire others to do the same. They encourage individuality and self-expression, fostering a culture where everyone feels valued for who they are.

In a world that’s craving transparency and honesty, authenticity in leadership is no longer a nice-to-have; it’s a must-have. It’s the key to building strong, resilient teams that can navigate the complexities of today’s business landscape. 

Want to help your leaders find their authentic voice and cultivate an inspiring and authentic leadership identity? Let’s talk.

When I have to drum up business, I often start letting comparison get in my way.

I log on to LinkedIn, see other people with less experience and credentials than me posting about the great things they’re doing in my space (leadership communication)…

…And in the past I have let it stop me from promoting my own capabilities.

Imposter syndrome? I don’t think so. I’m confident in my work and I’m passionate for who I help.

It’s comparison that’s the killer for me.

And when I get out of my own way and let myself just do my thing, that’s when the magic happens. That’s when I feel authentic. That’s when I connect with the people who want my help. That’s when do my best work.

The tip of the neighbor’s iceberg often looks very nice.

—Roy A. Ngansop

The bottom line…

As a leader, don’t compare yourself to others. You’re only seeing the bright side that they are choosing to show. Sure, some share their failures and missteps. But not many. The majority of what we see out there is only the good stuff.

Admire others. Learn from them. But don’t compare.

Ultimately, your leadership style and approach needs to be your own.

Own it.

I’m here to help.

Remember that people experience conflict differently — yet we often assume everyone sees it the same way.

For example, I have a tendency to slow things down and take stock of what happened. In fact, when I led teams, they use to think I was angry at them when something went wrong because I would get quiet, and go into analysis mode. I wasn’t angry in most cases! I simply like to take the time to properly figure out how to get myself (and others) out of conflict.

You, however, might have a tendency to move fast and resolve things quickly. Or maybe you want to give in on something that doesn’t matter much in order to end the conflict.

Guess what? We’re probably going to tweak each other and it’s going to get worse.

Talk to your people about how they feel when they experience conflict. Ask them what they want. Time, harmony, quick action? You might be surprised.

Conversations about conflict before you’re in it will give you insights into how to support each other to get out of it.

For example, I need time to think. Give that to me, and I’ll feel better faster. But you won’t know to do that unless you know that about me.

Email, Slack, Teams, text messages… we communicate with words a lot.

Words matter. They do. And so does body language, tone, and context.

Leadership isn’t only about the words we choose. It’s about listening actively, and understanding your team’s perspectives, concerns, and ideas. Making people feel that they, and the work they do, matters requires more than words that tell them so.

Use your entire toolkit when you can. Let people see your facial expression and body language. Give people the benefit of your tone of voice.

And get good at questioning (and coaching) based on what you hear. This simple act can help make what might seem like an uneventful interaction a catalyst for creativity or change.

People share more when they feel heard. People take more risks when they feel safe.

Listening and curiosity are leadership superpowers that can drive team performance every day.

And when you show up fully with more than words… you show people that you care, and that they matter.