Why Is It So Hard To Find Authentic Leaders?
Good leaders help their teams succeed, but authentic leaders inspire greatness
Diamonds are mesmerizing when they reflect sunlight. If you see a rough diamond before it is cut and polished, it is hard to imagine the beauty held within the precious stone. Leadership is sometimes like this. As leaders, we must precisely cut and polish our skillset to allow our team to shine brightly.
While it can be challenging to figure out what leadership facet to reflect on in an article, the one that resonates right now is the quality of authenticity in a leader.
Being an effective leader takes into account both what we do and who we are. For the next few moments, let’s move beyond the common topic of performance-based leadership and instead focus on character-based leadership, which I like to call authentic leadership.
Characteristics of an authentic leader
An authentic leader has a genuine desire to see others grow. They focus on the team’s success rather than their own personal achievements. They are diligent in mentoring their teams and possess good communication skills.
Authentic leaders communicate the organization’s vision, mission, and values to those in their sphere of influence. They also possess the skills needed to inspire, motivate, and establish an atmosphere of accountability for the people they supervise.
Successful leaders realize they need to capture the hearts of their teams to carry out their strategies effectively.
Genuine leaders-especially if they are somewhat charismatic-draw people into their orbit and cultivate loyalty within their team. This type of sustained loyalty must be built on a foundation of trust.
To earn someone’s trust, a leader must be accessible, reliable, supportive, and willing to concentrate on the team’s growth and success.
Authentic leaders are characteristically stellar communicators who inspire their teams by creating a collaborative culture. They also adapt to change quickly and take responsibility for the team’s failures rather than shifting the blame to others.
Another component of authentic leadership is creating an atmosphere of accountability. This is accomplished by setting clear expectations and following up with frequent feedback.
The hallmark of a successful leader is a successful team.
About 40 years ago, a mentor of mine said, “vision is caught, not taught,” and that has stuck with me. Leaders must be carriers and examples of the vision so that people catch it.
Leaders must exemplify company values in genuine, tangible ways so their team can see them in action and work toward organizational success.
In addition to the characteristics that mark an authentic leader, we should also look at the components of authentic leadership.
Components of authentic leadership
The components of authentic leadership are the mechanisms or tools an effective leader utilizes to carry out their strategy for success.
Essentially, the components are the best practices and tools used to become authentic leaders who lead their teams toward success.
Successful leaders may utilize many vital components, but none is more important than communicating effectively. Good communication should be a thread that runs through all we do. It is both who we are and what we do. It is both a characteristic and a component.
Once we lay out the vision, mission, and goals, we need to equip our team with the tools to succeed and give them regular feedback on their progress.
An excellent leader will not wait for an annual review to tell employees how they are doing. They will provide consistent and frequent feedback and take the time to both encourage and redirect their team.
Imagine if a coach sat on the sidelines of a football game and didn’t give his players feedback until the end of the game. In the same way, waiting for an employee’s annual review to roll around is not only ineffective but could be disastrous for your business.
Another tool an authentic leader uses is asking excellent questions. Taking the time to intentionally get to know what’s going on with our team will be an invaluable tool for those who use it.
The key is to be intentional and patient. Asking a generalized “everybody doing ok?” at the start of a staff meeting-which is usually met with everyone nodding mindlessly-is not going to cut it.
Once we ask a question, take the time to be patient and wait for that answer to come. And, if you don’t have the time to listen genuinely, find another time to ask the question. Lastly, do not formulate your response while someone is responding. Take a breath and pay attention to their words and their body language. People can feel it when we aren’t actively listening, so make an effort to be engaged in the process.
In summary
An authentic leader resembles a coach more than they resemble a boss. They call the play (communicate clear expectations), hold practices (provide the tools for success via training), and then cheer from the sidelines when the team executes properly and adjusts when they don’t.
If the team fails to execute, it’s often because the coach did not effectively communicate the play or provide adequate training. There are, of course, times when a team member fails to meet the goals and expectations. If you have provided the necessary training and followed that up with clear and frequent feedback, it is time to make a change.
Take some time to evaluate your leadership style and determine if your approach creates an environment of success for your team. Ask for honest feedback, and decide in advance not to get defensive if you hear things that are hard to process. If your team is not functioning at the level you’d like or is experiencing low morale, it might be time to re-evaluate your process.
If your team is running smoothly and you have excellent staff retention, you are most likely an authentic leader who values your team and regularly displays your organization’s vision.
Continue to polish the facets of your leadership by investing in personal authenticity. If your team is reflecting the light, you, as a leader, are succeeding.