Impact of Authentic Leadership on Team Performance

Authentic Leadership: The Hardest (and Most Rewarding) Path You'll Ever Take. Leadership isn’t about the title on your business card. It’s about how you show up - especially when no one’s watching. Yet, only 21% of employees strongly agree their leaders are transparent and accountable (Gallup). And when leadership lacks authenticity, disengagement spreads like wildfire. But here’s the flip side: Companies with authentic leaders are 5x more likely to have highly engaged teams (Harvard Business Review). Authenticity boosts productivity by up to 30% and reduces turnover by 50%. Employees who trust their leaders are 40% more innovative (Deloitte). So, what does authentic leadership look like in practice?  1. Lead with Integrity — Even When It’s Inconvenient Take Satya Nadella, CEO of Microsoft. When he took over in 2014, Microsoft was stuck in a culture of internal competition. Nadella shifted the focus to collaboration, starting with himself. His leadership style? “Empathy is everything.” The result? Microsoft’s market value skyrocketed from $300B to $3T in under a decade. Ask Yourself: Do my actions match my words, even when it’s tough? How do I respond when no one’s watching?  2. Embrace Vulnerability - It Builds Unstoppable Trust When Ed Catmull, co-founder of @Pixar, faced production crises, he didn’t hide failures. He empowered teams to voice concerns, embrace mistakes, and build solutions together. His philosophy? “It’s not the mistakes that matter; it’s how you handle them.” Practice “Failure Forums” — where leaders openly share missteps and lessons learned. Vulnerability sparks resilience.  3. Cultivate Empathy — It’s Your Leadership Superpower Arne Sorenson, the late CEO of Marriott, exemplified empathy-driven leadership. During the COVID-19 crisis, he gave an emotional address to employees, openly sharing the company's challenges. His transparency and empathy earned trust — and Marriott emerged stronger. Ask Yourself: When was the last time I listened without interrupting? How well do I understand the struggles of my team? 4. Stay Accountable - Because Ownership Is Everything Indra Nooyi, former CEO of PepsiCo, didn’t just hold others accountable - she modeled it. Her commitment to performance with purpose led to a 64% revenue increase during her tenure. Implement a “Feedback Forward” approach - ask your team monthly: What’s one thing I could improve as your leader? Where can I support you more effectively? Authentic leadership isn’t a one-time decision. It’s a daily practice. Admitting you’re wrong is tough when the world expects certainty. - Having hard conversations takes courage. - Seeking feedback can bruise the ego. Where are you on your authentic leadership journey? Let’s exchange insights. Love this nfographic by Justin Wright #AuthenticLeadership #LeadershipDevelopment #EmotionalIntelligence #ExecutiveLeadership #Empathy #Accountability #LeadershipMindset

Are we rewarding the wrong manager behaviors? Since the pandemic, one mindset has quietly dominated management playbooks: control. But research from BetterUp suggests that top-down leadership may be stalling performance rather than driving it. After analyzing over 17,000 frontline managers, they found a different profile powering business results today. Here are 4 manager capabilities that now define effectiveness: 1. Coaching boosts team adaptability by 3.5x. Coaching rose from the bottom third to the top three in impact. Teams with strong coaching are 3.5 times more adaptable to change. Correlation with team performance increased by 157% post-COVID. 2. Recognition drives 2.7x higher employee engagement. Recognition’s performance impact grew by 141% since the pandemic. It moved up several spots in importance, from the lowest to mid-tier. Teams feel more valued and aligned with organizational purpose. 3. Authentic managers fuel innovation and trust. Authenticity’s impact on outcomes increased by 124%. Strong authenticity links to higher psychological safety across teams. Teams report stronger innovation and belonging when leaders are real. 4. Problem solving now ranks in the top three skills. Its correlation with performance rose by 121% post-pandemic. Teams led by problem solvers are 2.3 times more agile. Helps teams clear blockers and navigate change faster. The takeaway is clear. Effective managers today are not just strategic thinkers. They are human-centered leaders. Organizations developing these skills are seeing a 400% return on assets, 30% growth in EPS over five years, and major gains in innovation. Thank you to the BetterUp team, especially Kristi Leimgruber and Adam Wood, for this incredible research. You can find the full piece in the comments. What is one manager capability you believe is still overlooked? #PeopleAnalytics #HRAnalytics #TalentAnalytics #ManagerEffectiveness #FutureOfWork

Authentic Leadership: Leading with Purpose, Integrity, and Heart Authentic leaders don’t just manage—they inspire. They lead with a deep sense of purpose, stay true to their values, and connect with others through both head and heart. They build meaningful, long-term relationships and consistently deliver results through discipline, trust, and compassion. *** Hallmarks of Authentic Leadership: * Self-Awareness They understand their own strengths, limitations, values, and emotions—and lead with intention. * Transparency They communicate openly and honestly, taking full responsibility for their actions and decisions. * Ethical Foundation Integrity is non-negotiable. Their choices reflect a strong moral compass. * Compassionate & Inclusive Leadership They genuinely care about people and create environments where everyone feels seen, heard, and valued. * Consistency Their actions align with their words—day in and day out. That alignment builds trust. *** Why Authentic Leadership Matters For Organizations: - Stronger Trust Authentic leaders build trust, which is the cornerstone of all effective teams. - Higher Engagement Teams led by authentic leaders are more committed, motivated, and productive. - Smarter Decisions They welcome diverse perspectives, leading to richer dialogue and better choices. - Positive Culture Their leadership fosters psychological safety and a healthy, inclusive workplace. - Sustainable Success Because it’s rooted in values and relationships, authentic leadership drives long-term performance. *** Becoming an Authentic Leader: A Journey, Not a Destination * Reflect Regularly Revisit your core values and principles often. Let them guide your leadership. * Welcome Feedback Honest feedback is a mirror for growth. Seek it. Embrace it. * Practice Emotional Intelligence Stay grounded. Be present. Lead with empathy. * Leverage Your Strengths Know your unique capabilities—and use them to lift others. * Build Real Relationships Authenticity isn’t a tactic; it’s a way of being. Lead with curiosity, trust, and care. Today’s Challenge: Take five minutes to reflect on your values. Where might there be a gap between what you believe and how you lead? Choose one small step to close that gap today. Authentic leadership isn’t always easy—but it’s always worth it. Lead with heart. Stay true to your purpose. And watch the ripple effect unfold in those you serve.

Post #4: The Power of Authenticity: Lessons from the Battlefield to the Boardroom I've learned many valuable lessons throughout my life, notably during my time in the U.S. Army. Among these lessons, one of the most impactful ones is the power and importance of authenticity, particularly in leadership roles. The essence of authenticity in leadership is about being true to one's values and principles, maintaining transparency, and holding oneself accountable even in the face of adversity. In the military, these characteristics not only define you as a leader but also deeply impact the morale and resilience of the team. It was my genuine, instinctive reaction to protect my team that guided me during a critical incident involving a suicide bomber. In the corporate world, authenticity plays a similarly significant role. The essence of authentic leadership is not just about strategic decision-making, but also about forging connections on a human level. This approach has been a cornerstone in my journey as an executive, helping to establish trust, encourage open communication, and build a strong team culture. Authentic leaders aren't just guiding their teams with strategic decisions but are also building connections on a human level. This human-centric approach has been pivotal in my journey as an executive, where being forthright about corporate goals (when you know them), transparent in decision-making, and genuine in my interactions has helped foster a cohesive, committed team. Moreover, embracing authenticity also means recognizing and acknowledging our vulnerabilities. Post my military service, I faced a challenging recovery period, grappling with physical limitations and emotional trauma. Accepting and being open about these struggles was integral to my healing and personal growth. This experience taught me that acknowledging our weaknesses doesn't diminish us as leaders—it makes us human and relatable. It allows teams to see that we are not infallible, fostering an environment of empathy and mutual support, essential in both combat and corporate scenarios. So, to all the leaders out there—in the military, in the boardroom, or elsewhere—I urge you to embrace and practice authenticity. Be true to your values, uphold integrity, and allow your human side to show. It is through authenticity that we can forge true connections, cultivate a culture of trust, and lead effectively. Remember, leadership is not about perfection—it's about being genuine, being human, and making a difference. Now, I'd love to hear from you. How do you practice authenticity in your leadership? And how has it shaped your team's dynamics and success? #Leadership #Authenticity #Courage #Management #Teamwork

My title didn’t make me a leader. My breakdown did. I still remember the moment. We were neck-deep in a tough project, and the pressure was eating me alive. I was the one "in charge", the one with the title, the decisions, the responsibility. But inside, I was struggling. Tired. Uncertain. Scared. I stood in front of my team and did something I hadn’t done before. I told them the truth. “I’m scared to fail. I don’t have all the answers. I need your help, I can’t do this alone.” There was a long pause. Then something shifted. People leaned in. They opened up. They stepped up. From that moment on, everything changed. We were no longer a team working for a leader, we were a team with a leader. Together. According to a study by DDI, only 17% of leaders are rated as highly effective in emotional self-awareness. Yet research consistently shows that vulnerability is one of the fastest ways to build trust in leadership. But here’s the problem: - We’re taught to lead with strength. - To protect our image. - To avoid cracks in the armor. And in doing so, we unknowingly build walls between us and the people we’re supposed to lead. That day, I learned the most powerful kind of leadership is not rooted in authority, it’s rooted in authenticity. People don’t follow titles. They follow hearts. And hearts respond to honesty. So if you’re in a leadership role right now and carrying the weight alone, here’s my invitation: - Let them in. - You don’t have to know it all. - You don’t have to be perfect. - You just have to be real. 💬 Have you ever had a moment where being vulnerable as a leader changed everything? I’d love to hear about it. #Leadership #Vulnerability #EmotionalIntelligence #TeamCulture #AuthenticLeadership #TrustMatters

I had to read this statistic twice. According to Harvard Business Review, 58% of employees trust a stranger more than their own boss. Wow. This is a clear signal that short-term leadership tactics are falling short. Real influence comes from building trust, elevating others, and making decisions that outlast your tenure. Elite leaders are focused on building legacies. Here's 9 ways authentic leaders create lasting impact: 1/ Lead with vulnerability ↳ Share failures openly ↳ Admit when you don't know ↳ Make it safe for others to be real 💡 Pro Tip: Create a "Lessons Learned" channel where leaders share weekly mistakes and insights. 2/ Build trust through consistency ↳ Match words with actions ↳ Show up daily for your team ↳ Create predictable response patterns 💡 Pro Tip: Keep a "Promise Tracker" that documents every commitment and its follow-through. 3/ Cultivate genuine connections ↳ Listen more than you speak ↳ Remember personal details ↳ Invest time in 1:1 relationships 💡 Pro Tip: Block 15 minutes before meetings for personal check-ins with no agenda, just connection. 4/ Champion others' growth ↳ Identify hidden potential ↳ Create stretch opportunities ↳ Celebrate progress publicly 💡 Pro Tip: Create "Growth Maps" with each team member which are quarterly plans with skill targets and learning milestones. 5/ Drive sustainable change ↳ Focus on long-term impact ↳ Build systems, not quick fixes ↳ Make decisions future-focused 💡 Pro Tip: Use the "7-7-7 Rule" to evaluate decisions' impact in 7 days, 7 months, and 7 years. 6/ Foster psychological safety ↳ Welcome diverse viewpoints ↳ Protect innovation attempts ↳ Address conflicts directly 💡 Pro Tip: Start meetings with "What's the unpopular opinion we're not discussing?" 7/ Model continuous learning ↳ Share your growth journey ↳ Ask for feedback regularly ↳ Adapt based on insights 💡 Pro Tip: Share a monthly "Learning Letter" with your team about your current challenges and growth. 8/ Create meaningful purpose ↳ Connect work to impact ↳ Align values with actions ↳ Make decisions principle-based 💡 Pro Tip: Create an "Impact Wall" where teams visualize how their work affects real people. 9/ Build resilient cultures ↳ Embrace challenges openly ↳ Turn setbacks into learning ↳ Celebrate collective wins 💡 Pro Tip: Institute "Resilience Reviews" that are monthly sessions where teams analyze setbacks and extract strength lessons. These practices compound over time. Start with one, commit with intention, and lead in a way your future self, and your team, will thank you for. Which one will you focus on first? Share below 👇 ♻️ Repost if your network needs this reminder. Follow Carolyn Healey for more leadership insights.