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What Does Authentic Leadership Really Mean?

Real And Genuine

You can’t pretend to be an authentic leader for long because people will eventually sense the lack of authenticity, and ultimately you will not gain the trust of your teammates.

If you are real and genuine people will see you as trustworthy and willing to learn, they will respond positively to requests for help in getting through difficult times.

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What Does Authentic Leadership Really Mean?

What Does Authentic Leadership Really Mean?

https://www.huffpost.com/entry/what-does-authentic-leade_b_8581814

huffpost.com

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Key Ideas

Authentic Leaders

They are people of the highest integrity, committed to building enduring organizations. They have a deep sense of purpose and self-discipline, are true to their core values, dare to build their companies to meet the needs of their stakeholders, and recognize the importance of their service to society.

Character, Not Style

Leadership has to do with who we are as human beings and the forces that shaped us. Style is the outward manifestation of one’s authentic leadership

Authentic leaders must adapt their styles to fit the situation and capabilities of their teammates.

Real And Genuine

You can’t pretend to be an authentic leader for long because people will eventually sense the lack of authenticity, and ultimately you will not gain the trust of your teammates.

If you are real and genuine people will see you as trustworthy and willing to learn, they will respond positively to requests for help in getting through difficult times.

Constantly Growing

Authentic leaders do not have a rigid view of themselves and their leadership. Becoming authentic is a developmental state that requires time and challenges, and enables leaders to switch roles, as they learn and grow from their experiences.

Adapting To The Context

Authentic leaders do not burst out with whatever they may be thinking or feeling. Rather, they exhibit self-monitoring, understand how they are being perceived, and use emotional intelligence (EQ) to communicate effectively.

Not Trying To Be Perfect

They make mistakes but are willing to admit their errors, learn from them and ask others for help. They are also always modest while being self-confident.

Authentic Leaders Are Empathetic

They understand themselves and reframe their negative experiences so they can make the most out of them and express themselves authentically in a positive manner. That’s why exploring who they are and getting honest feedback from their colleagues are essential elements of becoming authentic leaders. 

SIMILAR ARTICLES & IDEAS:

Characteristics Of Authentic Leaders
Characteristics Of Authentic Leaders
  • Rejecting the idea of adopting a different persona.
  • Being self-aware and knowing their strengths and weaknesses.
  • Focusing on delivering results, particularly in the long t...
Measuring Leadership

An authentic leader inspires trust and loyalty in employees and has the ability to influence others and contribute to an organization's success. And all that can be learned and assessed.

Challenges To Authentic Leadership

Critics believe that authentic leadership can promote rigidity in those who use it as an excuse for not evolving their ideas following new challenges, experiences and insights.

Critics also say that authentic leadership's belief in presenting one's true self, and not a persona, can prevent someone from being an effective leader. 

Treat Others With Respect

George Washington was a man of exceptional integrity who carried himself with dignity and self-confidence and was excessively loved among the masses.

Whoever you’re talking to, treat them ...

Always do The Right Thing

Great leaders do the right thing even when no one’s watching. In the times of pseudo-leadership, it’s not hard to spot an authentic leader - someone who is fair, smart, and empathetic, like Martin Luther King Jr

A true leader never shies away from voicing his opinions, breaking stereotypes, and doing the right thing - not just once but every single time.

You Need Other People To Succeed

Richard Branson knew that great things in business are never done by one person, they are done by teams.

Branson aims to find the best candidate for a job, give them enough autonomy, then step back to give them a space to flourish. It not only benefits the business as a whole but also helps them to become a leader in their own right.

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Same fundamentals
Same fundamentals

The leadership development industry is thriving. There are many new and exciting ideas with hundreds of books written about leadership every year.

But even though organizations have become ...

Classic leadership practices

The best leaders with the most impact almost always use six classic fundamental practices:

  • Uniting people around an exciting, aspirational vision;
  • Building a strategy for achieving the vision by making choices about what to do and what not to do;
  • Drawing and developing the best possible talent to implement the strategy;
  • Relentlessly focusing on results in the context of the strategy;
  • Creating ongoing innovation that will help reinvent the vision and strategy;
  • Growing yourself so that you can most effectively lead others.
Authentic leadership

Is a management style in which leaders are genuine, self-aware, and transparent. 

An authentic leader is able to inspire loyalty and trust in her employees by consistently display...

Components of Authentic Leadership
  • Self-Awareness: be aware of your trengths, weaknesses, and values and displaying them to your team.
  • Relational Transparency: remain genuine, straightforward, and honest with your team. Display the behavior you hope to see in your employees.
  • Balanced Processing: stick to your values when making decisions, but remain open to discussions and alternatve options.
  • Doing the right thing: focus on doing the right thing for the long-term success of the business, not yours.
3 ways to practie self-awareness as a leader
  • Seek feedback from the environment;
  • Use self-reflection to better understand your behavior;
  • Practice regular self-observation to stay aware of your feelings at all times.
  • Focusing On The Long-Term.

    Authentic leaders focus on the long term. They realize that nurturing individuals and a company requires hard work and patience, but the approach pays large dividends over time.

    Leading With Heart And Mind

    Authentic leaders are not afraid to show their emotions, their vulnerability and to connect with their employees. They understand it doesn’t make them “soft” and that communicating in a direct but empathetic manner is critical to successful outcomes.

    Mission-Driven And Goal Oriented

    Authentic leaders are able to put the mission and the goals of the organization ahead of their own self-interest. They do the job in pursuit of results.

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    Peter Drucker

    "Management is doing things right; leadership is doing the right things."

    Peter Drucker
    Change Leadership Styles

    Sometimes a teammate needs a warm hug. Sometimes the team needs a visionary, a new style of coaching, someone to lead the way or even, on occasion, a kick in the bike shorts. 

    For that reason, great leaders choose their leadership style like a golfer chooses his or her club, with a calculated analysis of the matter at hand, the end goal and the best tool for the job.

    Daniel Goleman’s leadership styles
    1. Pacesetting leader - “Do as I do, now”: expects and models excellence and self-direction. 
    2. Authoritative leader - “Come with me”: mobilizes the team toward a common vision.
    3. Affiliative leader - “People come first”:  works to create emotional bonds that bring a feeling of belonging.
    4. Coaching leader - "Try this": develops people for the future.
    5. Coercive leader - “Do what I tell you”: demands immediate compliance.
    6. Democratic leader - “What do you think?": builds consensus through participation.
    Leo Tolstoy

    “Everyone thinks of changing the world, but no one thinks of changing himself.”

    Leo Tolstoy
    About change

    Organizations don’t change. People change. Many companies move to change systems and structures and create new policies and processes but fail to address the underlying mind-sets and capabilities of the people who will execute it.

    A new strategy will fall short of its potential if they fail to address the mental attitude because people on the ground tend to continue to behave as they did before.

    Looking both ways

    Companies that only look outward in the process of organizational change, and dismiss individual learning and adaptation make two common mistakes:

    • They focus solely on business outcomes and fail to appreciate that people will have to adapt to implement it.
    • They focus too much on developing skills. 

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    Leadership Development

    Leadership development is viewed as a current and future priority. Despite efforts to produce and nurture new leaders, only 7 percent of senior managers think that their companies develop global le...

    Overlooking context

    Many training initiatives assume that the same group of skills or leadership styles are suitable without considering the strategy or organizational culture of a company.

    An excellent leader in one situation does not necessarily perform well in another. Focusing on context means equipping leaders with two or three competencies that will make a distinction to performance, rather than a list of leadership standards that is of no specific benefit.

    Separate reflection from real work

    Companies face a challenge when it comes to planning the program's curriculum.  Adults typically retain only 10 percent of what they hear in classroom lectures, but nearly two-thirds when they learn by doing. 

    The answer seems straightforward: tie leadership development to real on-the-job projects. While it is not easy to create opportunities that simultaneously address high-priority needs, companies should strive to make every major business project a leadership-development opportunity as well.

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    Charismatic Leadership Style

    Max Weber defined charisma as “[a] certain quality of an individual personality, by virtue of which he is set apart from ordinary men and treated as endowed with supernatural, superhuman, or at ...

    History of charismatic leadership
    • In medieval times, leadership was mostly based on tradition. Most people never met their leaders and leadership was legitimized by the divine right of kings - charisma was not needed.
    • The 19th and the 20th century were full of charismatic leaders. Technological (newspaper, radio, and TV) allowed leaders to transport their charisma over long distances.
    • Our current globalized world and access to social media have led to another rise in charismatic leaders. On Facebook, YouTube, and Twitter, many people support leaders solely based on their charisma.
    Dangers of charismatic leadership

    Most of the dangers of the charismatic movement relate to this power.

    • Charismatic leaders lose support more quickly than other types of leaders.
    • They have to clearly be the best person for the job at hand – always and in any situation. This is why they often engage in a cult of personality and become resistant to criticism.
    • Things that charismatic leaders do to maintain their power are precisely the things that diminish it when their business, country, or other undertaking encounters problems.
    • When charismatic leaders use their position to motivate their followers to do things they would not normally do, the followers often feel betrayed once they suspect that they might not get the expected payoff. 
    • They often eventually take the praise of their followers too seriously and show narcissistic traits. They consider criticism as disobedience and expect total loyalty. 

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    The speed of change

    The amount of data generated doubles every two years, reflecting a

    Communicate your leadership signature

    A leadership signature: Who you are as a leader and how you view and approach the job. 

    • Discover your leadership signature by asking how you lead day by day. Are you task or people focussed? 
    • Ask people who work with you how they would describe your leadership.
    • Consider the impact you have. Are you changing the culture? Driving results?
    Be a sense maker

    Sensemaking refers to the process of creating meaning out of the chaotic world around us.

    We need to make sense when something in our environment seems to have changed. We collect data, learn from others, look for patterns to create a new map of the landscape. Then we experiment with new solutions to see how it will respond to this new environment.

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