Authentic leadership requires constant adaptation from managers with the people over whom they have both formal and informal authority. That is to say, to effectively manage our teams, we must be able to strike a healthy balance between relating to them on a personal level and earning their respect.
Engineers, for example, are professionally trained to be technical experts. They are recognized in their organizations by designing and managing complex technical projects. Their education is technical. Their projects are technical. Yet, they still must first and foremost be able to relate to their teams as people.
Here’s how to demonstrate authentic leadership to nurture a successful, cohesive team.
Know Yourself
We all have preferences that are hardwired into our personalities, many of which work for us and some that work against us. It’s important that we know ourselves and how we are perceived by others so that we can adapt to the ever-changing needs of our employees.
Assessments like 360 tools and feedback loops can help us understand our strengths as leaders and the impact of the overuse of our strengths and weaknesses. To be more professionally influential and to improve our effectiveness, we may need to learn new skills or refine our existing ones.
Self-improvement does not equal less authentic leadership but rather makes us more relatable to our teams as we strive to be better leaders to them. Constant personal development enables us to become more supportive and beneficial to others.
Know Others
Often, leaders don’t get to know their team members on a personal level. Young professionals and seasoned veterans alike need to know that they matter to you and the organization, which they learn by both your words and your actions.
Early in my career, I thought that fairness was treating everyone the same way. Now, I understand that fairness is in fact relating to every individual through his or her preferences. People are unique, and you demonstrate trust and authentic leadership by treating them as individuals.
Most importantly, take a genuine interest in your team members’ personal and professional lives. For example, help members explore new roles within the company by connecting them with the middle managers in their areas of interest. Or, if you know an employee is going through a hard time outside of work, offer to adjust project deadlines where possible.
Be Transparent
A transparent leader who holds himself or herself to the same expectations as everyone else earns the respect of the team. Employees who see their superiors admit their mistakes feel comfortable making their own and are more likely to ask for help and take risks, which can ultimately lead to greater success for the company.
In fact, successful authentic leadership can create a more unified workplace because all members feel valued and respected.
Be Intentional & Specific
Authentic leadership involves setting intentional goals and sharing them with your boss and team. Sharing demonstrates transparency and helps foster mutual accountability amongst all levels of authority within the organization — and strengthens employees’ trust in their superiors.
Instead of setting subjective goals, like “be more assertive,” which set us up for failure or self-deception, set specific goals, like “schedule monthly fifteen-minute one-on-one meetings with each direct report.” Specific goals are more measurable so you can actually track your progress.
We’re all human, and authentic leadership means showing our humanity and humility. But don’t stop there. Learn about yourself and others. As we demonstrate we care about the people who surround us, they learn to trust us and follow our lead.
How do you demonstrate authentic leadership with your team? Let me know in the comments.
