The Rise of Authentic Leadership: A New Era of Connection and Growth
Have you ever felt a disconnect between a leader’s words and actions? A 2019 study published in the Harvard Business Review highlighted that employees who believe their leaders are authentic and transparent are 40% more likely to be engaged and 25% more likely to stay with their organizations. This belief reflects a growing shift towards authentic leadership, a leadership style that prioritizes genuine connection, self-awareness, and leading by example.
While leadership styles have always evolved, this generation’s workforce, across demographics, is demanding a more human approach. As leaders ourselves, it’s time to embrace authenticity, regardless of our background or previous experiences.
From Policy Pusher to People Champion: My Journey to Authentic HR Leadership
I spent much of my career in corporate environments heavily influenced by the Baby Boomer leadership style. Back then you were more likely to be recognized, not because you used your voice and brought unique solutions to the table, but because you blended in, accepted the status quo and ate lunch at your desk. It was a different time. Different styles, different values, different expectations. I learned a lot, but it was stifling. I figured out quickly how to achieve the results I needed for my career. However, a nagging sense of unease grew within me. That’s about the time that we started seeing a shift in leadership styles and operating strategically.
It was also around that time that I took the reins of a struggling HR department (People Operations wasn’t yet a thing). Morale was low, and the team was bogged down by a rigid, top-down, policy-driven approach. Employees viewed HR as a barrier, not a support or a trusted partner. The same went for leadership. The old adage that “HR is only here for the company,” applied quite well. The department lacked direction, autonomy, and most importantly, trust.
Stepping into this environment, I knew a cookie-cutter approach wouldn’t suffice and more than anything, I wanted to be myself. My “aha” moment came during a particularly frustrating meeting. We were discussing a new program rollout, and the room was filled with stifled sighs, eye rolls and head nods. The team was completely uninterested.
That’s when I decided to break the mold. I stopped the meeting and said to them, “You know, I’m not sure what it is, but I think we’re missing something here. What more do you think this program needs to make it successful?” They looked at each other, then at me. They were stunned. No leader had ever admitted that they didn’t have an answer, muchless asked for their input and valued what they had to say. They craved a leader that listened to their concerns, fostered genuine connections, and empowered them to find solutions.
This honest conversation became the turning point. I embraced my own authenticity, my genuine desire to build trust and see the team flourish. I started by listening to their ideas and concerns. My mantra became, “Great ideas can come from anywhere,” it didn’t have to come from me, and I didn’t want it to always come from me. We revamped our work structure, now focusing on collaboration, shared goals and communication. Meetings became more open, encouraging two-way feedback and brainstorming sessions. We empowered the team to take ownership of projects, recognizing their expertise and contributions.
The results were remarkable. The team, once stagnant, transformed into a group of dedicated HR professionals. Their confidence grew as they honed their skills and witnessed the positive impact of their work on employee experience. Employees started approaching the team with trust, knowing they would be heard and supported. Even leadership noticed the change and started proactively reaching out to us for our input and resources.
The Power of Authenticity: Building a Better Future of Work
Authentic leadership isn’t just a feel-good trend; it’s a strategic approach with tangible benefits:
- Building Trust and Loyalty: When leaders are transparent and consistent, employees feel valued and secure. This fosters trust, a key ingredient in reducing turnover and boosting job satisfaction. People want to follow leaders they believe in, leaders who are real.
- A More Fulfilling Employee Experience: Authentic leaders ignite passion by aligning organizational values with personal values. They create a space where employees feel connected and motivated, leading to a more fulfilling work experience.
- Encouraging Innovation: Authentic leaders cultivate a culture where new ideas and calculated risks are encouraged. This openness fosters a spirit of innovation as employees feel empowered to share their unique perspectives.
- Strengthening Organizational Culture: An organization’s culture reflects its leadership. Authentic leaders set a positive tone of integrity and honesty that permeates throughout the company. This strong culture attracts talent, retains top performers, and creates a desirable work environment.
- Navigating Change: In today’s fast-paced world, leaders need to guide their teams through uncertainty. Authentic leaders are adaptable and resilient, maintaining their core values while navigating change. Their authenticity provides the stability needed to weather challenges and seize opportunities.
Beyond the Why: How to Lead Authentically
So, how can you embrace authentic leadership? Here are a few actionable steps:
- Practice Self-Reflection: Take time to understand your strengths, weaknesses, and values. Consider personality assessments or journaling exercises to gain deeper self-awareness.
- Lead with Open Communication: Be transparent in your communication and encourage open dialogue with your team.
- Embrace Your Uniqueness: Don’t be afraid to let your personality shine through. Your authenticity will inspire others to be themselves.
- Empower Your Team: Delegate tasks, provide opportunities for growth, and recognize your team’s contributions.
- Embrace Continuous Learning: Seek feedback, be open to new ideas, and actively work on developing your leadership skills.
The Call to Authenticity
Authentic leadership is more than a style; it’s a movement that creates a ripple effect of positive change. When leaders step forward as themselves, align their values, and cultivate trust, they feel more relaxed, confident and fulfilled. Likewise, in modeling this behavior, they cultivate a work environment where employees feel valued, connected, and empowered. It really is a win-win.
