Today we live in a backbiting world. On one side, we are more connected than ever. Social media and devices like cell phones, iPads, tablets, etc. makes posting content, liking, commenting, and sharing, easier than ever. We know what our peers and family are doing at any time and can “join them” virtually from the comfort of wherever we are in the world. Specific messaging platforms also keep the conversation going around the clock. Yet, there is something about all of this connecting that leave so many of us wanting and feeling empty. Part of the issue is the facade of how we connect and engage. Though our networks are larger and more diverse, the quality of those connections is simply not there.
For many of us, a bigger issue with networking through social media platforms may be the fake and false realities that it creates. If your social media feed is like mine, you are engulfed daily by friends or different connections whether it be from sharing a post or within a comment reel. Also, keeping up certain celebrity postings who boast about their successes and what they have. In response, we scramble to create our own perfect realities, as if every day is filled with complete happiness and rainbows, with no issues or worries. It is all about how we portray our lives. It’s like we are constantly trying to build relationships on a flimsy foundation attempting to add layer upon layer of successes before that foundation eventually gives way.
In this generation, it is almost difficult to admit that this is not the way to create long-term, meaningful relationships. Maybe this is why we spend so much time on social media. Are we in a constant search of authenticity? While the topic of authenticity is important overall, it is most significant of a topic for leaders to make evident. Why is this?
Authentic leadership breeds trust, which is crucial in any role as a leader. In recent times, tragic events in society have created a larger demand for authentic leadership. For example, the destruction of 9/11, corporate scandals, and failures within the banking industry, which do not exactly make people feel secure. With this insecurity comes the longing for leaders who are considered honest and good (Northouse, 2016). The absence of trust can make it very difficult for leaders to gain support.
While leadership is often presented as a matter of giving to and serving others, authentic leadership is considered a rather complex definition. It requires different viewpoints for these leaders to be on a journey to uncover their inner values, strengths, and passions. The first viewpoint is intrapersonal which focuses on what is going on with the leader. This perspective involves a great amount of self-knowledge and regulation. Life experiences become more critical. The next viewpoint is interpersonal which focuses on the interactions from both leader and followers-it is a 2 way street. Lastly, is the developmental viewpoint. This is simply a perspective that discusses the fact that authentic leadership can be nurtured into the leader rather than being considered a fixed trait (Northouse, 2016). Major life events can trigger this viewpoint.
With trust in leaders at all-time lows, it’s time to consider how personal authenticity can become your greatest leadership asset by following Bill George’s Authentic Leadership Approach.
What are the key characteristics of authentic leaders?
Purpose driven – Authentic leaders are driven to discover who they really are. Authentic leaders are inspired and motivated about their goals. They are passionate people who have a deep interest in what they are doing and truly care about their work (Northouse, 2016).
Set Values-Authentic leader base their behavior on their specific values and are considered value driven. Authentic leaders know their “true north,” which means they understand who they are as a leader, what they are doing or plan to do, and the right thing to do (Northouse, 2016).
Building relationships the right way-Authentic leaders are able to establish deep connections with others. They don’t mind sharing their own life story to inspire others, but also listening to others as well. This develops that trust that is needed (Northouse, 2016).
Self-Discipline-What helps an authentic leader reach his or her goal. Self discipline provide the focus and determination to reach those goals (Northouse, 2016).
Passion-The act from the leader’s heart. Passion focuses on the leader being open to helping others. If you can develop passion you can learn to be authentic. A great example is getting to know other’s life stories and being involved with others (Northouse, 2016)
Being authentic as a leader is not as easy as it seems. You may think that you won’t be able to be authentic all the time; but that is not the goal. Everyone will say and do things they will regret. However, it’s important to make authenticity in leadership something to work towards and to listen to others and build those relationships to help people.
Northouse, P. G. (2016). Leadership: Theory and practice (7th ed.).Thousand Oaks, CA: Sage
Publication
sma6026 says
Morgan,
I was actually really excited about the opportunity to learn about different leadership styles in this course, as I appreciate the deeper meaning and true skill and application behind each style. Your mention of social media and the facade it presents with relationships is 100% spot on, and I could not agree more. In my experience, social media presents opportunities to create false and/or inappropriate relationships between co-workers and peers.
Furthermore, I agree that the intrapersonal aspect can be misleading in the above-mentioned scenario. It is proven that often times what is posted on social media is not entirely the truth or full story. Therefore, this leaves half-truths and information with less than accurate information. For example, someone who posts misfortunes on social media might be treated differently than those who are always positive and keep their misfortunes or difficulties private. Contrarily, those who are more private in this sense may lead followers, subordinates, co-workers, and peers to believe they are in a good place mentally, which could create conflict if it isn’t true (e.g. a supervisor has difficulty at home and presents with reflective emotions at work which could lead peers to believe they’ve done something wrong or to induce this).
I can absolutely agree that being an authentic leader is far from a simple task. It requires the foresight and consideration for any and every situation and ultimate outcome of each. Each of the steps you mentioned to conforming to this leadership style is vitally important; passion, building relationships the CORRECT way, self-discipline, etc. I, personally, wish that a greater number of leaders had the exposure to this type of learning and information to better practice and include these initiatives in their leadership styles.