The idea of authenticity has its roots in Greek philosophy: ‘To thine own self be true’. Authenticity has been described because the unobstructed operation of one’s true, or core, self in a single’s daily enterprise. Nonetheless, risks arise if folks assume that their personal values take priority over other standards. Some assume that this justifies unprofessional habits, e.g. personal criticism of colleagues slightly than merely focusing on the issues. This undermines professionalism and can quickly contribute to a lack of motivation and breakdown of trust.
The assumption that ‘our way is the best way’ is invariably a limiting and doubtlessly damaging viewpoint. In organizations, problems can emerge when systems are inadequate and managers lack the conviction required to surface problems and confront dysfunctional behavior. The success of any organization can then be threatened by leadership failings that embody poorly designed systems, resistance to feedback, and inability to anticipate altering requirements. The shortcomings embrace a lack of personal conviction, which is vital when dealing with unacceptable behavior.
Efficient leadership builds on four core components of authenticity. People who are thought to be ‘genuine’ demonstrate higher levels of self-awareness, insight and openness, and the ability to achieve ‘balanced processing’ of information.
This entails understanding your distinctive skills, strengths, sense of objective, core values, beliefs and desires… are you open to new concepts, and receptive to feedback that helps you preserve and develop this insight?
Balanced Processing of Info
Effectiveness builds on a willingness to consider a number of sides of a difficulty, including other people’s views. Are you able to acknowledge that you may not see or appreciate all the issues?
Trust develops when there’s openness and truthfulness in shut relationships. We will use selective self-disclosure to acknowledge that we’re not perfect. How well do you build trust and appear real when working with others?
Genuine Conduct / Action
This involves responding to situations in a way that’s appropriate, within the context of your role, whilst respecting your core values. Do you behave (so far as possible) in a way that is consistent with these values? Essential themes are explored in Seven Principles for Distinctive Performance.
Authentic Leadership relies on the idea that via increased self-awareness, self-regulation, and positive modelling, authentic leaders foster the development of authenticity in followers. The idea recommend that Authentic Leaders draw on their positive Psychological Capital or ‘PsyCap’ to make clear to others what’s required and generate positive energy. They create meaning and a genuine sense of objective, so that others develop a way of personal ownership and become ‘stakeholders’ in the activity.
Evidence suggests that exceptional performance also requires additional steps. These embrace ensuring adequate assist/resources are in place, and inspiring discretionary effort by involving individuals in growing and implementing solutions to problems. Use of 360 degree feedback, coupled with awareness of the Seven Rules for Exceptional Efficiency, build on the 4 components of genuineity and assist develop general effectiveness.
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