How can you develop an authentic leadership style?

Figure out what gets you excited! What would you do even if you didn't get paid to do it? What gives you a sense of purpose and fulfillment? When you can figure that out, work on how to shape that into a career path. If we are going to spend a lifetime in our careers, I encourage you to seek work that aligns with what you were created to do and bring to the world. Don't forget it's never too late to shift career paths, you can start the process by volunteering or seeking stretch assignments. The only thing that limits us is our own beliefs or mindset of what we believe is possible. You got this!

Authentic leadership top tips 1-Develop self-awareness. 2-Find a good role model. 3-Seek a mentor. 4-Reach out & form a connection with people. 5-Be discreet in the workplace. 6-Encourage colleagues to be authentic. 7-Play to your strengths. 8-Get regular feedback.

Understand that your leadership style is a work in progress. Authentic leaders acknowledge imperfections, fostering trust and connection. Share your journey, including challenges and lessons learned as openness resonates with others and strengthens your leadership authenticity. Consistently align your actions with your values. Be genuine in your interactions and decisions. This builds credibility with those you lead. Always honor your word. Remain adaptable. Authentic leadership is not static; it evolves with self-discovery and changing contexts. Continuously refine your style, using parts from your mentors and supervisors that work for you while staying true to your core values as you adapt to new challenges and opportunities.

For your Vision, Mission, and Goal, don't just write it, act it out. Literally, role-play your vision and mission with a trusted group. It might feel silly, but acting engages different parts of your brain and can offer new insights. For your Passion Points, try the "Five Whys" technique. Ask yourself why you're passionate about a certain aspect of leadership, then ask "why" four more times. By the fifth "why," you'll likely get to the emotional root of that passion. For your Values and Principles, design a "Values Cookbook." For each value, list the 'ingredients' that make it up, and 'recipes' for how to manifest that value in different leadership scenarios.

Wow wonderful questions. My purpose to give back, to honor and respect the work of others and to walk with their legacy while also understanding that in order to ensure our students are successful we must change, and adapt as institutions of higher education. My purpose to serve our community and our students. My mission is to be the community’s college where we collectively define a vision for education with the goal of ensuring our students leave our institution with a career plan and the ability to achieve a livable wage. I believe that we are all worthy and deserve to live a good life in which we can care for ourselves and our families. This work is not about me, it is about serving others.

Knowing who you are is a foundation of authentic leadership and that means not just recognizing strengths and weaknesses, but taking the time to do the work to hone and grow your strengths, and the time to mitigate your weaknesses (either through personal growth or by adding team members who have strengths in areas where you are weaker). A few aspects of this that have been important in my leadership journey include: 1) Actively listening to colleagues, peers, or mentors and using feedback constructively to grow; 2) Using mindfulness as a tool for self-reflection and taking the time to reflect honestly with yourself; 3) Continuously learning by engaging in ongoing professional development; and 4) Keeping a journal — and using it!

To identify your strengths, try "Reverse Mentoring." Pair up with a junior team member and let them teach you something. You'll not only learn a new skill but also identify your own strengths through their eyes. To identify your weaknesses, use "Blind Spot Revealer Cards." Write down tasks or skills on cards. Get peers to sort these cards into what they think are your strengths and weaknesses. Compare with your own list. To build up your self-awareness and confidence, try "Ego Rebalancing." List your strengths and weaknesses. For each strength, write a humbling experience. For each weakness, note a situation where it was an asset. Balance breeds confidence.

For example, let's say you value transparency. In a leadership role, you'd openly communicate with your team, sharing both successes and challenges. You'd admit mistakes, demonstrating vulnerability. This honesty fosters trust and encourages your team to be open as well, creating an authentic and collaborative work environment. Another example, Imagine you prioritize empathy. As an authentic leader, you would actively listen to your team, understanding their perspectives and concerns. You might implement policies that support work-life balance, showing genuine care for your team's well-being. This empathy creates a culture where team members feel valued, contributing to a positive and authentic leadership style.

As an authentic leader, one of the core tenants of who you are lies in knowing your strengths and areas of improvement. These are not only found through seeking feedback, but also through continuous self-reflection. Take stock of your strengths and weaknesses at least once a month. While these are seldom subject to dramatic change, they can be fluid and areas which can be improved on.

Consider the process of writing out a list of YESES and NOS for your professional success - what you need to happen to be successful (YESES!), and what throws you off-track (NOS!). Once you have that list compiled, share it with your co-workers and leaders to provide them clear, authentic, concrete details on how best to work with you and keep you at your best.

Gathering feedback from all those around you is important in understanding how you need to adapt and learn. Without proper feedback we don’t know what we are doing right or wrong. As a leader, we must always be learning and growing.

Approach everything with a beginners mindset. Remove all of your preconceived notions and be willing to accept new, valuable information to mold a better you

To gather feedback, try "Leadership Bingo." Create bingo cards with leadership traits or actions. Give them to team members and ask them to mark spots when they observe you demonstrating them. It's feedback and engagement rolled into one. To help focus on learning and improvement, consider "Feedback Roulette." Each month, pick a feedback point at random and work intensively on it for that month. Document your progress and share it at the end of the month. To foster a growth mindset, consider "The Failure Resume." Create a resume of your leadership 'failures' and what you learned from them. Share it with your team. It shows humility and a willingness to learn.

You may have been successful with your previous methods of supervision, but each new team you encounter is unique. Seeking the current team's feedback is critical. The health of their working environment is the same health as the client's, customer's and student's buying and learning environment. Therefore, invest in your team's needs first. In turn, there will be a positive effect on the people you all serve.

“Authentic” leadership is about leading in alignment with your values. Of course, that starts with defining your values: existing, borrowed, and aspirational. Through defining ideal values, you can then ask yourself: at my best, what does my leadership look like when I’m leading through each value? Rarely are we ever 100% in alignment, but with experimentation we can explore how to lead more consistently in alignment.

In my experience expressing my feelings and values help you grow as a Leader as it contributes to: 1. Authenticity: Expressing your true emotions and values allows you to be authentic, People are more likely to follow a leader who is genuine and transparent. 2. Building Trust: When you openly share your emotions and values, it can help build trust with your team. 3. Connection: Expressing your emotions and values can create a stronger emotional connection with those you lead. 4. Inspiring others - you can inspire others to do the same. This can create a culture of open communication & empathy. 5. Resilience: Expressing your emotions, can demonstrate resilience and the ability to navigate adversity.

I strive to be a reflection of my core values: empathy, integrity, and a commitment to lifelong learning. This involves actively listening, being transparent in my decision-making, and showing compassion in every interaction. I always try to express my emotions honestly, yet thoughtfully. Balancing emotions and values with the needs and expectations of others is a continuous process involving understanding and respecting diverse perspectives, adapting my approach to different situations, and always prioritizing the collective well-being and growth of our community. When conflicts or challenges arise, I find it is important to acknowledge and validate different viewpoints while seeking a solution that aligns with our shared goals and values.

Utilize emotional intelligence in being a role model that invites inspiration and collaboration instead of fear. It’s easier to lead with respect and admiration versus resentment and fear. Don’t be afraid to ask for feedback regarding how something you taught someone was helpful and why. Be respectful if someone shares an opinion that you disagree with.

It’s very important to remember that everyone doesn’t always “hear” everything. And more than that, everyone can process what they hear differently. It can’t hurt to over communicate and even oversimplify when necessary. Speak your team’s language so they know that you understand them, and how THEY think. Share your own challenges when appropriate, and ask for feedback. This will empower the team to work with you, and respect you as a leader who wants and needs them for what they bring to the table. Authentic leaders provide directions, not just directives. Roll up your sleeves and always be willing to work alongside the team on difficult tasks.

I start with self-awareness to make sure my words/deeds match my purpose. Regular self-reflection helps me stay grounded in my values and aware of how my emotions and strengths play a role in my decision-making. When sharing thoughts, feelings, and opinions, I prioritize open and honest communication while being mindful of how my words might impact others. I strive to create a safe space for dialogue and foster a culture of trust and respect. Admitting mistakes is crucial for me as a leader. When I err, I openly acknowledge it and take steps to rectify the situation.

Developing an authentic leadership style involves self-reflection, self-awareness, and a commitment to personal growth. Here some additional steps you can take to develop your authentic leadership style: 1. Define your purpose and vision: Clarify your purpose as a leader and what you want to achieve. Identify your core values and use them as a guide for your decision-making. Develop a compelling vision that aligns with your values and inspires others. 2. Build genuine relationships: Authentic leadership is built on trust and meaningful connections. Take the time to build genuine relationships with your team members and colleagues. Show empathy, listen actively, and be approachable.

I believe in the power of positive reinforcement and genuine encouragement. I try to understand individual’s goals and aspirations and tailor my support to help them achieve their goals. I motivate by highlighting their strengths, providing constructive feedback, and re-enforcing their potential. I do my best to inspire by leading by example, being committed, passionate, and resilient. I believe sharing my personal stories about how I’ve overcome challenges can be a powerful motivator. Additionally, I consistently communicate our shared vision, reinforcing how each person’s role contributes to our larger purpose. Empowerment is key - providing resources, support, and autonomy people need to excel and encouraging initiative and risk-taking.

For me personally, one of the biggest factors that has driven my decisions on whether to stay at a company or move on has been the work environment. When an employee feels supported and empowered, they’re less likely to care if they’re making a little less than they’d like or start searching for other opportunities. The key to being a good leader is to care. Care about your team members’ lives outside of the office. Care about their families, their hobbies, their health, their difficulties. People are what matter most, and when you truly value and appreciate them, the rest falls into place.

I believe authentic leadership is a continuous process of self-discovery and growth. Staying committed to authenticity, foster open communication, and to lead with empathy helps create a positive and impactful leadership style.

By Modeling Character Leadership Leaders have a responsibility to model character and make decisions with the highest ethical standards. This kind of responsibility is embodied by virtues like humility, integrity, courage, humanity, resilience, justice, accountability, collaboration, etc. When those in leadership positions do not model virtuous character, the whole organization suffers. Not only will innovation and progress be stifled, but morale will be destroyed.

Unlearn. Relearn. Be open minded. Trust yourself. Trust your people. Be kind. Remind yourself you don’t know everything. Listen to listen. Apologize genuinely.

Be approachable and accessible for your people. Have open mind and digest criticism. Process feedbacks and implement before its too late.

Become a lifelong student of life and leadership. No matter how much you progress in your career, seek mentorship and sponsorship.