Authentic leadership

Authentic leadership is a style of leadership that emphasizes transparency, integrity, and authenticity, focusing on leading in a way that aligns with one's core values and beliefs. Authentic leaders are self-aware, genuine, and motivated by a desire to act ethically and inspire others. Rather than trying to mold themselves into what they think a leader should look like, they embrace their true self and encourage open, honest relationships with their team.

Key Characteristics of Authentic Leadership

1. Self-awareness: Understanding one’s strengths, weaknesses, values, and emotions.

2. Relational Transparency: Being open and honest in relationships, sharing thoughts and feelings with others appropriately.

3. Balanced Processing: Objectively analyzing information, considering multiple perspectives before making decisions.

4. Internalized Moral Perspective: Making decisions that align with personal values, not just external pressures or expectations.

Why Authentic Leadership is Important

1. Builds Trust: Authentic leaders create a culture of trust, making team members feel respected and safe to express themselves, which strengthens teamwork and morale.

2. Increases Engagement: When leaders are genuine and act consistently with their values, employees feel more valued and engaged, leading to higher job satisfaction and productivity.

3. Encourages Ethical Behavior: By modeling integrity, authentic leaders inspire ethical conduct, fostering an environment that prioritizes ethical decision-making and social responsibility.

4. Improves Resilience and Stability: Authentic leaders are able to navigate challenges with stability, providing a calming and steady influence in times of uncertainty.

5. Enhances Individual and Organizational Performance: Through motivation, respect, and fostering personal growth, authentic leaders can enhance both individual performance and overall organizational effectiveness.

In a world where employees and clients are increasingly attuned to authenticity, this leadership style creates a foundation of trust, respect, and motivation that not only drives productivity but also builds long-term loyalty and resilience

I recently read the book “Why should anyone be led by you”, written by the London Business School Professors Goffe and Jones. The book guides how leaders can become more authentic.

Psychological safety in teams

Together with clear goals, good communication and trust, psychological safety is a foundational component of high-performing teams. Psychological safety refers to a team climate where members feel safe to take risks, voice their thoughts, and express concerns without fear of negative consequences.

When team members trust each other and feel psychologically safe, they are more likely to collaborate, share ideas, and support one another.

1. Increased Innovation: A safe environment encourages creativity, allowing team members to propose bold ideas without fear of ridicule.

2. Better Problem Solving: Diverse perspectives can be openly discussed, leading to more effective solutions to challenges.

3. Improved Engagement: Team members who feel safe and valued are more engaged and motivated, leading to higher overall performance.

A lot of what goes into creating a psychologically safe environment are good management practices — things like establishing clear norms and expectations so there is a sense of predictability and fairness; encouraging open communication and actively listening to employees; making sure team members feel supported; and showing appreciation and humility when people do speak up.

Here is an exxcellent video on the subject:

Human-centric leadership

The best companies a have worked for has had some degree of human-centric leadership principles. Human-centric leadership is a leadership approach that places the well-being, development, and engagement of people at the forefront of decision-making and organizational practices. Instead of focusing solely on profits, efficiency, or productivity, human-centric leaders prioritize the needs, values, and aspirations of their team members, viewing them as the most critical assets of the organization.

Key Principles of Human-Centric Leadership:

1. Empathy and Compassion: Human-centric leaders demonstrate a deep understanding and concern for the feelings, needs, and challenges of their team members. They actively listen, show compassion, and strive to create an environment where people feel supported and valued.

2. Inclusivity and Equity: These leaders promote a culture of inclusivity where diverse perspectives are welcomed and valued. They ensure that everyone has equal opportunities to contribute and grow, regardless of their background or identity.

3. Empowerment and Growth: Human-centric leaders focus on empowering their team members by providing them with the tools, resources, and opportunities they need to develop their skills and advance in their careers. They encourage continuous learning and personal growth.

4. Well-being and Work-Life Balance: Recognizing the importance of mental and physical health, human-centric leaders advocate for work-life balance and take proactive steps to ensure their team members are not overwhelmed or burnt out.

5. Purpose and Meaning: They help their team members find purpose and meaning in their work by aligning their roles with their passions and values. This alignment increases motivation and job satisfaction.

6. Collaboration and Communication: Human-centric leaders foster open, transparent, and respectful communication. They build strong, collaborative relationships within the team, encouraging teamwork and collective problem-solving.

7. Ethical Decision-Making: Decisions are made with integrity, considering the impact on people, society, and the environment. Human-centric leaders are guided by ethical principles and a commitment to doing what is right, even if it is not the easiest or most profitable option.

There are some assumed benefits of human-centric leadership:

Higher Employee Engagement: When employees feel valued and supported, they are more engaged, motivated, and committed to their work.

• Improved Retention: A positive work environment that prioritizes well-being and growth leads to higher retention rates.

• Better Team Performance: Teams that feel empowered and connected tend to perform better, innovate more, and adapt more quickly to changes.

• Positive Organizational Culture: This leadership style contributes to a culture of trust, respect, and mutual support, which can enhance overall organizational effectiveness.

Human-centric leadership is especially relevant in today’s world, where employees increasingly seek meaningful work, positive work environments, and leaders who genuinely care about their well-being.