When I was sitting in my Sunday lecture, my teacher brought home what it meant to be hypocritical when discussing Jesus’ interaction with the leaders of his time, The Pharisees. Jesus openly criticized their actions to his followers in Matthew 23:2: “Therefore, whatever they [Pharisees] tell you to observe, that observe and do, but do not do their works. For they speak, but do nothing.4 They fasten heavy loads that are hard to carry and lay them on men’s shoulders, but they themselves will not move them with their finger.”
Sadly, many workers face some less than genuine managers that fail to inspire them for greater performance. In this blog discussion, we will explore the the concept of authentic leadership in today’s society.
Competition is fierce across the globe. Managers are often forced to act genuine with their employees because financial circumstances force them to behave in ways that are in the best interest of shareholders and investors, not their employees. Yet, organizations need talented and inspired employees who go beyond the basic requirements to excellence. Yet, employees are reluctant to give this type of performance to self-serving leaders who do not care about them.
Forbes contributing writer Victor Lipman, in his article “The Foundational Importance of Trust in Management,” notes the alarming levels of distrust among workers. According to a Gallup survey, 70% of workers are disengaged in the organization. Lipman found several contributing factors to this problem, which were: disingenuous communication, lack of modeling behavior, and financial pressure. Lipman explains, “As a manager myself, I recognized it was critical for my employees to trust me if I expected them to be fully productive on my watch.” With trust on the downturn with numerous layoffs and higher unemployment, managers must be sincere and genuine with their workforce if they want a different type of performance.
Organizations must foster authentic leadership in today’s environment. Leadership denotes the ability to influence others. When the adjective of authentic is modified on the word, something special emerges. The adjective authentic conveys “something that is real or genuine and not counterfeit.” In the case of the Pharisees, they were influencers of their followers. However, the reality of the matter was that their type of leadership was not genuine or sincere. Authentic leadership defines the leader’s ability to have honest relationships with followers through transparent relationships. In this mode, the leader may leave himself/herself vulnerable to others.
Bill George, author of Authentic Leadership, describes authentic leadership as ‘a leadership style that is consistent with a leader’s personality and core values, and that is honest, ethical and practical.’ Dr. Richard Daft, author of Management, further outlines the following key characteristics of authentic leadership: (a) Authentic leaders pursue their purpose with passion; (b) Authentic leaders practice solid values; (c) Authentic leaders lead with their hearts as well as their heads; (d) Authentic leaders establish connected relationships; and Authentic leaders demonstrate self-discipline. With these traits, authentic leadership would be synonymous with an unselfish leadership approach.
In closing, today’s workers want managers who can inspire them for higher performance. However, workers are not looking for managers who are not genuine in their relationships with them. By utilizing authentic leadership in their organizations, managers will be better able to build these types of positive relationships with workers. Start today!
Please explain the concept of authentic leadership from your professional or personal experience.
© 2016 by Daryl D. Green
 “The Foundational importance of Trust in Management” by Victor Lipman
 Authentic Leadership by Bill George
 Management by Richard Daft