Being a true leader is not about simply imitating the behaviors of others in leadership positions. It goes beyond surface-level actions and requires a deeper level of authenticity and a genuine connection with employees. True leadership, also known as authentic leadership, is centered around building meaningful relationships and empowering individuals to view their work in a more purposeful and self-directed way. This form of leadership has a profound impact on organizational performance and product quality.
A critical aspect of true leadership lies in fostering strong boss-employee relationships. It is commonly observed in a professional setting that relationships have a direct correlation with organizational productivity. Moreover, such relationships create psychological freedom, encourage thoughtful work engagement, and promote ethical behavior among employees. True leaders understand that personal development goes beyond acquiring new skills; it involves shifting employees' perspectives and mindsets toward their work.
Authentic leaders don't pretend to be someone they're not. They embrace their own humanity and recognize that they hold a position of authority within the organization. While they may learn from other respected leaders, they never resort to fakery or insincerity in their actions.
On the other hand, leader-like behavior, lacking authenticity, can lead to disunity and frustration among team members. True leadership, in contrast, instills confidence, hope, and optimism, creating a sense of happiness within the workforce. This happiness is a driving force behind employee productivity and safety across all industries.
To transition from leader-like behavior to true leadership, leaders must be self-aware of how their actions are perceived by their team members. Every decision and word carries weight and can impact employee morale. Authentic leaders are not only aware of their effect on the organizational culture, but they also actively shape it.
True leadership doesn't demand that leaders fit a particular personality mold. Both extroverted and introverted leaders can be effective in their own unique ways. Introverted leaders excel at nurturing one-on-one relationships, while extroverted leaders thrive in larger team environments with their charismatic personalities.
Regardless of their personality traits, authentic leaders are changemasters. They transform the way employees think about their jobs and foster a culture of trust, collaboration, and support. Such leadership stems from personal character and brand. As leaders become more attuned to their true selves, they become more empathetic and considerate of employee needs.
Humble, tolerant, and motivational, true leaders admit mistakes and celebrate accomplishments. In contrast, bad leaders have negative consequences for business. Their actions diminish morale, increase turnover, and lower productivity and quality. Coaching may help some bad leaders change, but in cases where change is unattainable, it may be necessary to remove them from leadership positions.
True leadership embraces authenticity and strong relationships. It is a powerful force that transforms the way employees perceive their work and the organization. By focusing on building meaningful connections and embracing their true selves, leaders can inspire and empower their teams to achieve remarkable success.
