Authenticity Flow

An authentic, selfless leader values truth across their lives and character. As such, they bring these values into their leadership. This builds absolute trust with all with whom they interact. The authenticity flow will be positive.

In yesterday's edition of my Friday Focus newsletter, I highlighted the importance of authentic leadership in distinguishing between pseudo and genuine transformational leaders. I have been working on the concept of Authenticity Flow for quite some time now. Although it has been briefly described in relation to retail sales, its relevance to the outcome of leadership has not been explored yet.

Watch this 30 second integrated model which illustrates the flow between individual and institutional leadership.

I apply authenticity flow to both an individual and the organisation. I offer my two definitions:

For the Individual:

Authenticity flow for an individual refers to integrating inner values, beliefs, and personal identity with outward behaviour, choices, and interactions based on transparency, consistency and purposefulness.

The process described above is ongoing and aims to achieve harmony while promoting the critical values of authentic leadership. These values include self-awareness, transparency, empathy and consistency. The ultimate goal of authentic leadership is to create a strong foundation based on clear purpose and values. When individuals lead and live according to their true selves, they cultivate trust, personal growth, and meaningful connections. The flow of authenticity enables individuals to be genuine and sincere, fostering a sense of personal fulfilment and empowerment.

As a leader, being authentic can greatly influence your style of leadership and the organisation you lead. Authenticity in leadership means staying true to your values and actions, and showing genuine sincerity when interacting with others. In this article, I will describe what an authenticity flow looks like and the impact it can have on your leadership.

Know yourself before you can Know others

Self-Awareness:?Leadership that is authentic begins with self-awareness. Leaders must comprehend their values, strengths, weaknesses, and motivations. They should be cognisant of their fundamental beliefs and principles. Genuine leaders take responsibility for their limitations and take a step back from habitual thinking and action. As I mentioned in my previous post, it is about prioritising 'inside-outing' - looking at ourselves from within first - and making a pledge to continuously enhance our leadership skills

Consistency: Authentic leaders maintain consistency between their words and actions. They do what they say and say what they mean. This consistency builds trust among team members because they can rely on the leader to follow through on promises and commitments.

Openness and Vulnerability: Authentic leaders are not afraid to be vulnerable. They are open about their feelings, admit their mistakes, and seek feedback from their team. This vulnerability fosters a culture of openness and honesty within the organisation.

Empathy:?Authentic leaders genuinely care about the well-being of their team members. They listen actively, understand the needs and concerns of their team, and show empathy and compassion when necessary. This empathy creates a positive and supportive work environment.

Transparency:?Authentic leaders are transparent about their decision-making processes and the reasons behind their choices. They communicate openly with their team, even when delivering difficult news. Transparency builds trust and reduces uncertainty.

Courage:?Authentic leaders have the courage to stand up for their values and principles, even when facing opposition. They are not easily swayed by external pressures or the desire for popularity. This courage can inspire others to do the same and create a culture of integrity.

Adaptability:?Authentic leaders are adaptable and open to change. They are willing to evolve and adjust their leadership style based on feedback and changing circumstances while staying true to their core values.

Positive Impact:?The impact of authentic leadership is often positive. Team members are more engaged, motivated, and loyal when they have an authentic leader. Authenticity can lead to increased employee satisfaction, better collaboration, and higher productivity.

Organizational Culture:?Authentic leaders set the tone for the organisational culture. Their authenticity can influence the behavior of others within the organisation, promoting honesty, integrity, and ethical decision-making.

Long-Term Success: Authentic leadership tends to lead to long-term success. It builds strong relationships, fosters trust, and creates a positive workplace culture that can withstand challenges and crises.

In summary, a leader's authenticity flow involves self-awareness, consistency, openness, empathy, transparency, courage, adaptability, and a positive impact on individuals and the organization. Authentic leadership can result in a more engaged and motivated workforce, stronger relationships, and long-term success for the organization.

For the Organisation:

In an organizational context, the authenticity flow refers to the collaborative and ongoing effort of individuals, teams, and leadership to align their shared values, mission, and culture with their external actions, communication, and relationships.

This involves creating a workplace that fosters honesty, transparency, and open communication, which leads to a unified, ethical, and engaging organisational culture that thrives on trust, innovation, and long-term success.

An organisation's authenticity flow reflects its commitment to authenticity and alignment between its core values, culture, and actions. I share some ideas as to how an organisation's authenticity flow might look like and the impact it can have:

Shared Values: An authentic organisation starts with well-defined core values that are not just lip service but deeply embedded in its culture. These values serve as guiding principles for decision-making, behaviors, and interactions at all levels of the organisation.

Transparent Communication:?Authenticity in an organisation involves open and honest communication. Leaders and employees communicate transparently about the organisation's goals, strategies, challenges, and successes. There's a culture of truthfulness and trust.

Consistency:?The organisation consistently demonstrates its commitment to its values and mission through actions. There is a strong alignment between what the organisation says and what it does. Employees and stakeholders can rely on the organisation's consistency.

Empowerment:?Authentic organizations empower their employees to voice their opinions, suggest improvements, and take ownership of their work. This empowerment creates a sense of ownership and engagement among employees.

Inclusivity:?Authenticity often involves fostering a diverse and inclusive work environment where every individual feels valued and heard. Different perspectives are embraced and integrated into decision-making processes.

Responsibility: Authentic organisations take responsibility for their actions and their impact on society, the environment, and all stakeholders. They proactively address issues and challenges, seeking to make a positive difference.

Adaptability:?Authentic organisations are adaptable and open to change. They are willing to evolve their strategies and approaches based on feedback and changing circumstances while staying true to their core values.

Employee Well-Being:?The organisation prioritizes the well-being of its employees, recognising that a healthy and motivated workforce is essential for success. It offers support, work-life balance, and opportunities for personal and professional growth.

Impact of Authenticity Flow on an Institution

In conclusion, I would like to emphasise the benefits of aligning individual authentic leaders with the institutional behaviour demonstrated through its climate and long-term culture. This alignment should be promoted by the institutional leaders. In my next newsletter, I will provide insights on how to create this alignment in a more effective manner.

High Employee Morale and Engagement:?An authentic institution fosters a positive workplace culture where employees feel valued and engaged. This leads to higher job satisfaction and lower turnover rates.

Stronger Stakeholder Relationships:?Authenticity builds customer, partner, and investor trust. It enhances the institution's reputation and credibility in the market.

Innovation and Creativity:?When employees are encouraged to be authentic and share their ideas, it often leads to increased innovation and creativity. Different perspectives are valued and can lead to novel solutions.

Resilience:?Authentic institutions are better equipped to face challenges and crises because they have a solid foundation of trust, communication, and adaptability.

Long-Term Success: The impact of authenticity flow is often long-lasting. It helps build a resilient and sustainable institution that can thrive in a rapidly changing business environment.

In summary, an institution's authenticity flow involves aligning values, culture, and actions, resulting in a positive impact such as higher employee morale, stronger stakeholder relationships, innovation, resilience, and long-term success.