How Authentic Leadership Will Define the Next Generation of Organizations

Creating a successful organization requires more than just a great product or service. It also requires a team of dedicated and engaged employees.

Employee engagement is key to maintaining discoverers and innovators in organizations, and it's becoming increasingly difficult to achieve, as evidenced worldwide by record-high quitting and job vacancy rates. That's why organizational executives must evaluate and usher in change for employees by reviewing managerial and leadership practices.

While there are many different leadership styles, authentic leadership is often seen as the most effective in promoting employee engagement. Authentic leadership has been defined as "a means of leadership that promotes openness, empathy, and understanding between leader and followers, where the leader is transparent about their values and motives and builds trust by consistently behaving in ways that are congruent with those values" (Northouse, 2016, p. 419). This type of leadership is often seen as more effective than other leadership styles because it results in greater employee engagement. Employees who feel valued and respected by their leaders are more likely to be committed to their jobs and the organization. Furthermore, employees who feel their leaders are genuine and authentic are more likely to trust them, which is essential for effective communication and collaboration.

In contrast, consider the dominant paradigm of command-and-control management. The command-and-control approach focuses more on hierarchical power structures and enforcing rules. This leadership style often leads to feelings of frustration and resentment among employees. It can also stifle creativity and innovation. Yet, many executives use and encourage the command-and-control leadership style.

Because talent development and retention are essential to the modern enterprise, authentic leadership will define and drive the next generation of successful organizations and teams.

Creating Change In Organizational Leadership Styles

Organizations are constantly evolving and changing, and leadership styles must adapt. It is essential first to understand the current leadership style and how it impacts the organization to create change in an organization's leadership style. Executives must champion diverse, inclusive, and safe environments to achieve change in individual and organizational leadership styles.

Many factors can contribute to an executive or organization changing leadership styles. Perhaps the most common reason is a change in the business environment. As businesses grow and expand, their leadership needs inevitably change. For example, a start-up company will require a very different leadership style than a mature corporation. Additionally, shifts in the market or economy can also necessitate a change in leadership. Another factor that can lead to a change in leadership style is a change in the team's composition. As team members come and go, the dynamic of the group changes, which may require a different leadership approach. Finally, a leader's skills or knowledge changes can prompt a leadership shift. As leaders gain new experience and insights, they may find that their old leadership style is no longer effective. In short, there are many reasons why an executive or organization might change leadership styles.

The key is to adapt to the ever-changing needs of the business world and employees.

Five Characteristics To Emulate In An Organization Embracing Authentic Leadership

To create a successful organization that will thrive in the next generation, authentic leadership will be essential to serving customers and employees. Authentic leaders are self-aware, transparent, and have integrity. They also have courage and humility. These five personal characteristics will define the next generation of successful organizations.

Self-Awareness

The first characteristic of an authentic leader is self-awareness. This means knowing your strengths, weaknesses, and values and how they influence your decisions. Self-aware leaders can clearly understand their impact on others and use this knowledge to make more effective decisions.

Transparency

The second characteristic of an authentic leader is transparency. This means being open and honest with others, sharing information freely, and being transparent about your motivations and intentions. Transparent leaders build trust with those they lead and create an environment of openness and collaboration.

Integrity

The third characteristic of an authentic leader is integrity. Leaders with integrity inspire trust and respect from others by living up to their promises and commitments. This means always behaving in a way that is consistent with your values and beliefs, even when it is difficult to do so.

Courage

The fourth characteristic of an authentic leader is courage. This means being willing to take risks, stand up for your beliefs, and face challenges head-on. Courageous leaders create an environment where innovation and creativity can flourish. They also set an example for others to follow when times are tough.

Humility

The fifth characteristic of an authentic leader is humility. This means having a modest view of your importance and recognizing the contributions of others. Humble leaders create an inclusive environment where all voices are heard and valued. They also model the behavior they expect from others, which builds trust and respect.

Conclusion

Leadership styles can significantly impact employee morale and job satisfaction in any organization. If you feel that the leadership style in your organization is damaging or ineffective, you may be wondering how you can promote a change. While it may seem like a daunting task, there are some things you can do to help encourage a leadership style that is more positive and productive.

One way to promote a change in leadership style is to model the behavior you want to see. If you feel that the current leadership style is too autocratic, for example, try to take a more participative approach with your team. Encourage open communication and involvement from all team members. By demonstrating the benefits of a more positive leadership style, you may be able to encourage others to follow suit.

Another way to promote change is to talk to those in positions of power. If you have concerns about the current leadership style, schedule a meeting with your boss or another leader in the organization. Being respectful and professional when having these conversations is essential, but it's also important, to be honest about your feelings. Voice your concerns and offer suggestions for how leadership could be improved.

Finally, it's a good idea to ask for feedback. You'll learn a lot more about others. You can then begin to develop approaches that allow for your full expression as a leader and move a step closer to our aspirational intent in honoring those who follow us.