It is a time for change in the way leadership runs business and how it treats their employees. The old hierarchical style just doesn’t work. Employees want to be part of the team and want engagement from the boss. As we can see by the large turnovers employers now experience, and the dissatisfaction and the poor attitude of the employee, something needs to change for companies to be able to retain their employees, create a more harmonious work environment, higher motivation, and to bring some happiness to the work place. It is time for some Authentic Leadership!
What is Authentic Leadership? Well, one quick definition is that it is the authenticity of leaders and their leadership (Northouse, 2016). What that means, looking at the leader, we are looking for someone that is a genuine leader, they lead with conviction, and have the actual experience to lead; they are the real deal (Northouse, 2016). They are good listeners who seeks and is looking for feedback from his team (Fidler, 2013). In addition, the interactions from the leader and the followers is reciprocal. This is where the leader and the followers affect each other (Northouse, 2016). Furthermore, a good leader has a sense of propose. He wants to serve others and they lead by their core values. He is constantly growing and learning from his experiences. Also, for the authentic leader, as they find themselves in new situations, especially difficult ones, they learn from that experience and pass that on to their new team (George, 2015). In addition, a good leader will help break down and simplify complex data (Fidler, 2013). And a good Authentic Leader is very passionate in their mission and want to do what is right and have the discipline in doing the right thing (Northouse, 2016). They also like the challenges and will go the extra mile to help the team understand the challenges, develop, and celebrate the diversity of the team. One of the greatest strengths, in my opinion, is the Authentic Leader is not afraid of developing teammates, he wants to develop them so they can move forward in their career (Fidler, 2013).
An authentic leader can be trained (Northouse, 2016) and here is where their actions speaks volumes. An authentic leader is open to developing into a better person and wants to share their experience with you and your team to help develop you and help you grow and make you a better person!
There are qualities that we should be looking for in an authentic leader. The first quality is that the leader understands their purpose (Fidler, 2013). Also, do they have solid values and integrity? Integrity is important here! You do not want someone who will bend the truth for their own benefit (Fidler, 2013). Furthermore, you want someone that leads with passion and is establishing solid relationships with his team.
So, doesn’t this sound like someone that you would like to start a career with?! A leader that actually cares for you and the team. A leader who has strong character and is open to his team. The Authentic Leader also have strong values and won’t throw you under the bus to make himself look good. Having these things can only be a win\win for both the employer and the employees. With reduced turnover and a happier and healthier environment, everyone is a winner!
References
Fidler, T. (2013, December 5). Leading the Way. Retrieved from Harvard Business Publishing Corporate Learning: http://www.harvardbusiness.org/blog/authentic-leadership-0
George, B. (2015, November 15). Authentic Leadership Rediscovered. Retrieved from Harvard Business School Working Knowledge: http://hbswk.hbs.edu/item/authentic-leadership-rediscovered
Northouse, P. G. (2016). Leadership Theory and Practice Seventh Edition. Western Michigan: Sage.
This is a very insightful post. I experience exactly what you have just said about trying to find people to work for us. We have to show that we care, lets face it, these days we are using a little psychology while leading people. We have to be able to show, as you have said, that we truly do care and have a certain authenticity to our style of leadership. I believe that crossing authentic leadership with Robert K. Greenleaf servant leadership really goes hand in hand. Not only to we have to show that we value the employee (authentic) but we should also be willing to help (servant) them achieve their goals and lend a helping hand when needed. Showing our passion to others and being sensitive to people can go along way. In short, take the time to learn who your employees are and ask them about whats going on in their lives. Its shows them a sense of caring and from a servant perspective, you maybe able to help them if they need it.
This was a great breakdown of what an authentic leader is and the qualities that person should have in order to be seen as an authentic leader. What would have pulled your discussion further would have been a couple examples of leaders you know or had heard of that display these behaviors. All around an authentic leader is just that authentic. They are real, they know their strengths and weaknesses, push others forward, and keeps it real. Followers will follow a leader that appears to be genuine and real.
In the opening paragraph you used the term “engagement” which is interesting to me. You said employees want engagement from their boss’s. In another course I am taking this semester (psych 490) we are in the lesson of engagement. I personally think that authentic leadership would lead to engagement in the work place. Engagement isn’t some all encompassing word, well it is, but it has components that define it. To feel engaged includes feelings of intensity, urgency, focused, and enthusiasm. It’s like whenever you have been so intensely into something (work or hobby) that you do the best you can do, you see the vision, and you loose track of time because you are that into it. If authentic leaders could (or do) create engaged employees, employers would defiantly be happy. Think about how much effort they are getting from engaged employees. Like you said, all in all a win win.
Nice posting and overview of an authentic leader and what that individual traits that person normally holds. It is also important to remember that though the followers look to their leaders and look for them to be authentic; in turn the followers need to be genuine as well. In today’s workplace of diverse span of ages, backgrounds and the like, it does take committed and authentic followers to ensure they are fully participating.
If followers are not authentic in their efforts it is same to say that once pushed into leadership positions, they will continue to not identify with authenticity.