Authenticity and Vulnerability in Leadership; Plus: Develop the 5 Emotional Intelligence skills that will help you feel empowered!

Throughout my 20 years in leadership roles across various industries, and now as a leadership coach for female professionals, one thing has always been clear: leadership is a continuous learning journey. Even with decades of experience, there’s always more to discover. Just when you feel you’ve mastered the art of leading, new insights surface, challenging your understanding of what leadership truly entails.

Recently, during a leadership training I’ve been undertaking, the concept of authenticity in leadership came to the forefront of my mind. What does it actually mean to lead authentically? Does it mean being your true self at all times? Does it mean you should say exactly what you think and feel in every situation at work? As I reflect on these questions, I invite you to explore them with me, as we look at what authenticity really means in leadership and how it intersects with vulnerability.

Defining Authentic Leadership

At its core, authentic leadership is about being true to yourself and your values. It involves aligning your actions with your beliefs and leading from a place of integrity. However, in practice, this can be much more complex than it sounds.

We often hear about the importance of “bringing your whole self” to work, but does that mean being 100% unfiltered and transparent all the time? Should you share every thought, every concern, or every vulnerability with your team? Leadership requires you to wear many hats—being a strategist, a decision-maker, and a motivator—while also fostering trust and collaboration.

The Balance of Authenticity

One common misconception about authentic leadership is that it involves being completely open at all times. However, I believe that true authenticity is not about oversharing or wearing your heart on your sleeve. It’s about maintaining a consistent alignment between your values and your behaviour while also exercising discretion and self-awareness.

Consider this: can being too authentic ever be counterproductive? For example, you might disagree with a company policy, but is it always wise to share your personal frustrations with your team? Authenticity doesn’t mean abandoning professional boundaries; instead, it’s about knowing when and how to express your thoughts in a way that builds trust and motivates your team.

A study by Harvard Business Review revealed that employees value leaders who are authentic, but also mindful of how they manage that authenticity. It’s not about blunt honesty at all costs—it’s about communicating in a way that is honest, constructive, and ultimately serves the team and the organisation.

Authenticity and Vulnerability: The Connection

Closely tied to authenticity is vulnerability. In leadership, vulnerability is often misunderstood. We may associate vulnerability with weakness, but it can actually be a powerful way to foster connection and trust within your team. Being vulnerable might mean admitting when you don’t know something, acknowledging your mistakes, or sharing your concerns.

However, there’s a fine line. How much vulnerability is too much? As a leader, how do you strike the balance between being open and maintaining the confidence and authority your team needs from you?

In a study conducted by Brené Brown, 91% of leaders agreed that vulnerability is essential in leadership, but 69% also admitted they struggle with showing it in the workplace. There is a tension between wanting to appear strong and capable, while also recognising that authenticity requires a degree of openness and honesty about our limitations and uncertainties.

Leaders who refuse to show any vulnerability can come across as unapproachable or disconnected. Yet, too much vulnerability, especially in times of crisis, might create doubt and insecurity in the team. It’s about finding that sweet spot, where your authenticity builds trust without undermining your leadership.

Gender and Authentic Leadership

It’s also important to consider how gender influences perceptions of authenticity and vulnerability in leadership. Research shows that men and women often face different expectations when it comes to how they lead. Women, in particular, may feel pressured to adopt leadership styles that don’t necessarily align with their true selves. This can create a situation where women feel they must choose between being authentic and being accepted in their leadership roles.

According to Catalyst, a global nonprofit focused on workplace inclusion, women who display traditionally “feminine” leadership qualities, such as empathy and collaboration, are often viewed as less competent. However, if they adopt more “masculine” traits, like assertiveness, they risk being seen as too bossy or unlikeable. This presents a unique challenge for women leaders, who may feel stuck in what’s often referred to as a “double bind.”

Despite these challenges, research suggests that women are often perceived as more authentic leaders. A study published in the Journal of Business Ethics found that women tend to score higher on key aspects of authentic leadership, including relational transparency and balanced decision-making. This may explain why female leaders often excel at building trust and loyalty within their teams.

Still, the question remains: how can women leaders express their authenticity in a way that feels true to them, without falling into the traps of gender stereotypes?

The Benefits of Authentic Leadership

Despite the complexities, the case for authentic leadership is clear. Research consistently shows that authentic leaders are more effective at building engaged, motivated teams. According to a report from the Leadership Institute, teams led by authentic leaders experience a 15% increase in employee engagement and a 12% rise in job satisfaction, compared to teams led by more transactional leaders.

Moreover, authenticity fosters trust. When employees trust their leader, they are more likely to be open about their own challenges and ideas, leading to a more collaborative and innovative work environment. However, building this trust through authenticity requires careful self-reflection and a deep understanding of how your words and actions influence those around you.

Continuing the Journey of Exploration

As I continue to reflect on the importance of authenticity and vulnerability in leadership, I’ve realised that there are no easy answers. Authenticity will look different for every leader. Some might find that showing their emotions helps build stronger connections with their team, while others may express their authenticity through decision-making or communication styles.

What’s important is that we, as leaders, take the time to explore what authenticity means to us personally. It’s not a one-size-fits-all concept, nor is it something you can apply the same way in every situation. Authentic leadership is about being adaptable, willing to grow, and open to learning from your experiences.

Here are some questions to consider as you think about your own leadership journey:

• What does authenticity mean to you in your role as a leader?
• How do you balance being true to yourself with the responsibilities and expectations of leadership?
• In what situations do you feel most authentic at work? In what situations do you feel you need to adapt?
• How does vulnerability play a role in your leadership style?

Leadership is a path of continual growth and reflection. As you navigate the challenges of leading teams, your understanding of authenticity will evolve. What matters is that we remain committed to leading with integrity, being open to learning, and staying true to the core values that guide us.

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Until the next newsletter!

Carla

Your Leadership & Career Coach

Inspiring women to lead and thrive!

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