Fall Leadership Behavior Series: Authenticity in Leadership—Why It Matters for Everyone

Authenticity in leadership is a topic I hold close to my heart beyond formal leadership roles. Whether you're a senior executive, a senior project manager like myself, or just starting your career, being authentic in your work and interactions matters. It's not just a trait; it's a transformative power that builds trust, fosters genuine relationships, and creates a workplace where others feel safe being themselves. When people bring their authentic selves to work, they perform better and contribute to a healthier, more collaborative, and innovative environment. The benefits of authenticity in leadership are not just theoretical; they are tangible and inspiring.

I've been fortunate to experience firsthand how authenticity can transform workplace dynamics. As a Senior Project Manager at the Ontario Ministry of Transportation/ Ministère des Transports de l’Ontario in leadership is a topic I hold close to my heart beyond formal leadership roles. Whether you're a senior executive, a senior project manager like myself, or just starting your career, being authentic in your work and interactions matters. It's not just a trait; it's a transformative power that builds trust, fosters genuine relationships, and creates a workplace where others feel safe being themselves. When people bring their authentic selves to work, they perform better and contribute to a healthier, more collaborative, and innovative environment. The benefits of authenticity in leadership are not just theoretical; they are tangible and inspiring.

I've been fortunate to experience firsthand how authenticity can transform workplace dynamics. As a Senior Project Manager at the Ministry of Transportation, I've learned that authenticity is the foundation of effective leadership, but it's not only about leading teams. Even in day-to-day tasks, interactions with colleagues, or navigating your career, being true to yourself profoundly impacts the people around you.

Why Authenticity Matters: A Personal Perspective

Authenticity is not just a leadership trait; it's a human one. It allows you to connect with others in deeper and more meaningful ways. Throughout my career, I've noticed that when I show up authentically—whether it's admitting when I don't have the answers or being transparent about challenges—it builds trust and creates a culture of openness. Trust is essential in today's workplaces, where collaboration and innovation are critical.

Authenticity Builds Trust and Connection

At the heart of authenticity is trust. When people see that you are genuine in your word, they trust your words and your intentions. This quality isn't limited to leadership roles; it applies at every level of an organization. In my experience, when I am transparent with my colleagues, they feel more comfortable doing the same. That honesty creates a foundation for collaboration, problem-solving, and genuine innovation. It's not just about being honest; it's about building a secure and trusting environment for everyone.

I recently wrote an article on imposter syndrome and being an introverted extrovert, sharing some of my vulnerabilities and challenges. Through this process, I've learned that it's okay to let your guard down and share when things aren't going as planned. You don't always have to present yourself as having everything perfectly under control. Acknowledging the hard days or setbacks helps people connect with you. They see you as more approachable, more human, and more relatable.

Vulnerability as Strength

There's a common misconception that showing vulnerability in the workplace is a sign of weakness. I used to think the same, worried that sharing my struggles might diminish my credibility or authority. But over time, I've realized that the opposite is true. Being open about challenges or when something bothers you doesn't erode your credibility—it humanizes you and shows your strength. It's a sign of courage and confidence, not weakness.

For example, I had a project that had a lot of political interference due to external factors outside our control. In the past, I might have tried to mask my frustration or pretend everything was under control. But this time, I chose to be honest. I shared the struggles with my team, admitted that we were all feeling the pressure, and asked for their input on how to move forward best. I found that this vulnerability didn't weaken my position; it strengthened our collective resolve. People appreciated the honesty, and we were able to work through the situation together with renewed energy.

Vulnerability invites others to support you, offer solutions, and be honest about their experiences. As a leader, it opens the door to deeper relationships and more meaningful collaboration. Authenticity invites authenticity, creating a work environment where trust and openness flourish.

The Cost of Inauthenticity

Inauthenticity can be damaging not just to individuals but to entire workplace cultures. It undermines trust, stifles innovation, and creates a disconnect between employees and their work. But what does inauthentic behavior look like? Here are a few examples:

1. Pretending to Agree with Others: One of the most common forms of inauthenticity is nodding or agreeing with ideas or decisions you don't support. Whether it's to avoid conflict, gain approval, or fit in, pretending to decide when you have genuine concerns or differing opinions undermines trust. I've witnessed this firsthand when a colleague would agree in meetings only to express their concerns privately later. This not only confused but also delayed essential decisions.

2. Hiding Mistakes: Refusing to admit mistakes or trying to cover them up is another way inauthenticity shows up. Early in my career, I hesitated to own up to mistakes, thinking it would make me look less competent. However, I soon realized that admitting to errors and showing how you plan to correct them builds credibility. It also fosters a culture where mistakes are seen as learning opportunities rather than failures.

3. Suppressing Emotions: Inauthenticity also shows up when employees hide their emotions or pretend to be okay when they're not. I've fallen into this trap myself, especially during stressful times. It's tempting to suppress frustration or overwhelm to maintain a "professional" appearance, but this only leads to burnout over time. Authenticity involves acknowledging your emotions and finding healthy ways to express them.

4. Adopting a 'Work Persona': Many of us feel pressure to adopt a different version of ourselves at work—one that is more "corporate" or fits the organizational mold. When I started in the OPS, I felt I had to downplay my quirks or passion for creative problem-solving to fit in. But over time, I realized that bringing my whole self to work, quirks and all, made me more effective and more connected to my colleagues.

5. Failing to Share Credit: Inauthenticity can manifest in not sharing credit for team successes. This undermines trust and collaboration. I've learned the importance of recognizing team contributions and celebrating collective wins. By doing so, I've fostered an environment where everyone feels valued.

Aligning Authenticity with Your Leadership Brand

Authenticity is deeply tied to my leadership brand, which centers on empathy, courage, and inclusion. I believe in fostering an environment where creativity and collaboration thrive, and that only happens when people feel safe to be themselves. As I continue to build my leadership skills, I consciously model the behavior I want to see in others. This means leading with empathy, being open about my challenges, and encouraging my team to do the same.

Even if you're not in a formal leadership role, aligning your actions with your identity is critical. Authenticity isn't just about what you say but how you show up. Do your actions reflect the values and principles you stand for? Are you creating a space where others feel comfortable being themselves? These are questions I continuously ask myself, especially as I mentor others and collaborate across different divisions within the ministry.

Practical Tips for Embracing Authenticity at Work

Here are some practical tips that have helped me embrace authenticity in my career:

• Lead with Vulnerability: Don't be afraid to admit when things aren't going perfectly. Share your challenges with colleagues—it creates an opportunity for growth and deeper connections.
• Be Transparent in Your Actions: When you're upfront and honest about complex topics, people will respect you more and trust your leadership. It's not about having all the answers but being willing to tackle challenges head-on.
• Show Empathy: As I've often said, we are human first. When you acknowledge that everyone has struggles, it creates a more supportive, compassionate workplace.
• Consistently Align with Your Values: Take a moment to reflect—are your daily actions consistent with your values? Authenticity requires alignment between who you are and how you show up.
• Create Safe Spaces for Others: Encourage your colleagues to be open, share their ideas, and speak up about their challenges. Authenticity is contagious and can create a culture where everyone feels empowered to contribute.

The Benefits of Authenticity in the Workplace

So why does authenticity matter in the workplace? Here are some key reasons I've seen firsthand:

• It Builds Trust: Authenticity helps build credibility and trust. People are more likely to trust someone open, honest, and consistent in their actions.
• It Fosters Deeper Connections: Authenticity allows people to form genuine relationships, making it easier to collaborate, communicate, and solve problems together.
• It Creates a Positive Work Culture: When authenticity is valued, it leads to a more inclusive, innovative workplace where diverse perspectives are welcomed.
• It Reduces Stress and Prevents Burnout: Pretending to be someone you're not is exhausting. Authenticity allows you to show up as yourself, reducing stress and increasing job satisfaction.
• It Leads to Better Leadership: Authentic leaders inspire trust, loyalty, and respect, creating a culture where people feel valued and understood.

Closing Thoughts

Authenticity isn't just a leadership trait—it's a human trait. Whether you're in a senior position, an aspiring leader, or someone who wants to make a difference in your work environment, showing up as your authentic self will resonate with others. It's about building trust, creating meaningful connections, and fostering an environment where everyone can thrive.

If you haven't already, please take a moment to reflect on your authenticity. How are you showing up in your career? Are you allowing yourself to be vulnerable and honest? I keep revisiting these questions as I navigate my journey. As I embrace this mindset, it enhances my work and enriches the relationships I build. I've learned that authenticity is the foundation of effective leadership, but it's not only about leading teams. Even in day-to-day tasks, interactions with colleagues, or navigating your career, being true to yourself profoundly impacts the people around you.

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