(Originally published on Forbes.com)
Authentic leadership continues to gain in popularity. But what is it?
Authenticity has been explored throughout history, from Greek philosophers to the work of Shakespeare (“To thy own self be true.” –Polonius, Hamlet). Authentic leadership has been explored sporadically as part of modern management science, but found its highest levels of acceptance since Bill George’s 2003 book, Authentic Leadership.
While different theorists have different slants on the concept, most agree that:
1. Authentic leaders are self-aware and genuine. Authentic leaders are self-actualized individuals who are aware of their strengths, their limitations, and their emotions. They also show their real selves to their followers. They do not act one way in private and another in public; they don’t hide their mistakes or weaknesses out of fear of looking weak. They also realize that being self-actualized is an endless journey, never complete.
2. Authentic leaders are mission driven and focused on results. They are able to put the mission and the goals of the organization ahead of their own self-interest. They do the job in pursuit of results, not for their own power, money or ego.
3. Authentic leaders lead with their heart, not just their minds. They are not afraid to show their emotions, their vulnerability and to connect with their employees. This does not mean authentic leaders are “soft.” In fact communicating in a direct manner is critical to successful outcomes, but it’s done with empathy; directness without empathy is cruel.
4. Authentic leaders focus on the long-term. A key tenet in Bill George’s model is the company leaders are focused on long-term shareholder value, not in just beating quarterly estimates. Just as George did as CEO of Medtronic, and as Bezos has done for years at Amazon, leaders realize that to nurture individuals and to nurture a company requires hard work and patience, but the approach pays large dividends over time.
What are your thoughts on authentic leadership?
Check out Kevin Kruse’s new book, Employee Engagement 2.0, and discover how to turn apathetic groups into emotionally committed teams.
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