How to Foster Authenticity in the Workplace

Our team starts off every week with a Monday team meeting where the first thing we do is talk about our failures from the previous week... What I discovered a long time ago is that if you want to be a successful and authentic leader, you can't hide behind the varnish of "perfection." The most successful leaders -- those who inspire their people to greatness -- have all figured out that showing up honestly and authentically is a superpower that helps them build deep trust across their teams. All too often I encounter senior-level people who think that they can't be themselves in front of their people. That they can't ever show weakness and have to hide their failures. Here's the thing...you're not hiding it. Your people see you for who you really are, whether you realize it or not. When you try to hide your flaws or failures, they see that too. And that's where trust is lost. Here are three simple things you can start doing right now to show up more authentically and inspire greater trust with your team: 1. Be the first to admit when you fail. Whether in the big things or the small things, own your crap, and tell your people when you mess up. 2. When one of your people comes to you (probably in fear) to admit where they've failed, respond in humility and with compassion. I've also found that taking that opportunity to tell them about one of your previous failures helps to make them feel better in the moment and reminds them that everyone fails. 3. Admit when you don't know something, and encourage others to help you learn and grow by sharing their wisdom with you.

Authentic leadership and executive presence are interdependent. FULL STOP. Research tells us employees are increasingly requiring honesty and true connection from leaders. In my work to facilitate #executivepresence I take the opportunity to coach leaders on how #authenticity deepens their capacity to connect, coach, mentor, galvanize and inspire their teams. Here are my top 5 ways these concepts integrate for optimal leadership. 👉🏾 Authenticity breeds credibility: Authentic leaders are seen as genuine and trustworthy because of their transparency and willingness to be vulnerable. When leaders are willing to be imperfect and heart-centered, it resonates with others. Authenticity enhances executive presence and people tend to follow and be inspired by those they trust.  👉🏾 Emotional intelligence and self-awareness: Authentic leaders have high emotional intelligence. They clue into their own emotions as well as the emotions of others. They excel at self-management and relationship management, which makes them highly attuned to the needs and concerns of their teams. This heightened emotional intelligence is a significant part of executive presence, enabling leaders to navigate complex interpersonal dynamics effectively. 👉🏾 Effective communication: Authentic leaders communicate openly and honestly. Their transparency and willingness to engage in dialogue make them approachable and relatable. This communication style is a crucial aspect of executive presence, fostering an environment where team members feel heard and valued. 👉🏾 Influence through inspiration: Authentic leaders don't rely on authority alone to garner respect and inspire their teams. Instead, they lead by example, demonstrating a strong commitment to their organization's mission and values. This unwavering dedication serves as a powerful source of inspiration and influence, reinforcing their executive presence. 👉🏾 Resilience and adaptability: Authentic leaders are comfortable with vulnerability and are not afraid to admit their mistakes or limitations. This openness to change and the ability to bounce back from setbacks showcases their resilience. Resilient leaders exude a sense of poise and polish, which are key components of executive presence, especially in times of uncertainty. To learn more about how we facilitate #authenticleadership and executive presence, book a consultation. https://lnkd.in/eRhpiXmc

This week, amidst the hustle of NYC and staying in a top-floor Airbnb, I observed my two-year-old granddaughter adapting to our new environment by walking softly to respect our downstairs neighbors. This small act of consideration led me to reflect on how the principles of executive presence—traditionally associated with authority—also encompass moving through our professional world with intention and grace. Executive presence is often seen as crucial for leadership success, especially for women. The idea of executive presence frequently emerges as a fundamental element for career advancement. It represents a blend of touch, tone, character, and class—key components that collectively define how we influence and lead others with authenticity and effectiveness. Inspired by Aldous Huxley's notion of approaching life "lightly," I see a valuable parallel in professional settings. Like my granddaughter's careful steps, sometimes our impact is greatest when we approach situations with gentleness and thoughtfulness. A softer approach in leadership doesn't mean being less effective. Instead, it's about knowing when to dial back, to speak with wisdom rather than volume, and to guide rather than push. This approach fosters empathy, active listening, and creates an environment where everyone feels seen and valued—key aspects of a strong executive presence. Applying a "light touch" to our leadership and interactions can lead to more authentic and meaningful connections. Here are three practical ways to incorporate this philosophy: 1️⃣ Engage in Active Listening: Truly listening—beyond just hearing—shows respect and empathy. It involves full attention, open-ended questions, and echoing what the other person has said to ensure understanding. This kind of engagement enhances relationships and leadership impact. 2️⃣ Show Vulnerability: Authentic leadership includes the courage to show vulnerability. This isn't about unprofessionalism but being open about not having all the answers and showing real emotion. Vulnerability fosters trust, encourages a culture of openness, and invites collaboration. 3️⃣ Choose Mindful Responses: Facing high-pressure situations or difficult conversations, take a moment to respond with consideration rather than reacting hastily. This thoughtful approach can improve outcomes and strengthen relationships. Incorporating these strategies can not only refine your executive presence but inspire others with your leadership style. Walking lightly—with purpose and sensitivity—shows that sometimes the quietest steps leave the most significant impact. #Women’sHistoryMonth #Leadership #1MillionWomenBy2030 

"Do you ever go out?" We were on the shuttle bus from the State Department annex back to the main building when my colleague turned and asked me this, essentially questioning if I had a social life. The timing wasn't accidental. He worked at headquarters—the power center—while I was stationed at the annex. His question felt like another subtle assertion of where we each stood. It stung because I'd entered our fellowship cohort late—my security clearance had taken longer to process after spending my twenties traveling and learning in places like the Levant. By the time I arrived, the social hierarchy was already set: a tight-knit group centered around after-work drinks, with clear insiders and outsiders. His question echoed my worst fear: Where do I belong? I've wrestled with this question during every career transition because while I have a rich social life and network of close friends, I do not broadcast them online. But people judge you on visibility—if they can't see your connections, they assume you don't have them. Three strategies that helped me maintain authenticity while building professional presence: 1️⃣ Be the spotlight, not in it. Celebrate others' work instead of performing your social calendar. Visibility isn't about proving you're popular—it's about amplifying voices that matter. 2️⃣ Lead with insights, not invitations. Share the conversations and ideas from spaces you're in, not just proof you were there. The value you bring matters more than the rooms you access. 3️⃣ Embrace the slow reveal. Your closest relationships don't need to be public currency. Let professional relationships deepen naturally—the people who matter will discover your depth over time. My most meaningful connections aren't for display. They're for the intimate, sustained relationships that actually fuel my work and life, IRL. What's one specific way you balance privacy with professional visibility?

In the workplace, especially as Black professionals, many of us have been taught to move through our careers with armor: Always “on.” Always composed. Always over-prepared, because the stakes feel higher. That constant vigilance isn’t just exhausting, it’s unsustainable. And research shows it impacts performance and mental health. A 2021 McKinsey & Company study found that Black employees are 3.5x more likely than their white peers to feel they need to “code-switch” or mask parts of their identity to succeed at work. Gallup also reports that psychological safety the ability to show up authentically without fear of negative consequences drives 27% higher team performance and 50% more innovation in organizations. Which brings us back to this truth: "I’m soft where I’m safe at." Softness isn’t weakness. It’s a signal of trust. It’s where people can exhale, collaborate openly, and contribute their best ideas without fear of bias or backlash. For Black professionals, these spaces don’t just feel good, they’re strategic. They reduce burnout, build retention, and foster the kind of authentic leadership that drives results. And for leaders, the takeaway is clear: if your team can only thrive when armored up, you’re leaving impact (and innovation) on the table. -Where can you build spaces within your team, your company, or your community, where people feel safe enough to be soft? -What policies, mentorship, or cultural shifts can help reduce the need for armor? -And for yourself: where can you start putting some of that armor down? Because true belonging isn’t just surviving the workplace. It’s thriving in it unarmored, authentic, and fully seen. #BlackExcellence #WorkCulture #PsychologicalSafety #Leadership #CareerGrowth #Inclusion

I think "fake it til you make it" is bad advice. And I'll break down why... "Fake it" - Implies somebody should act as someone they are not. In any interaction if you fake something the person on the other end can see right through this. Whether it's information you share, your knowledge about a product, industry expertise, etc. Rather than faking what you don't know, it's better to be yourself and admit what you don't know, and see every interaction as a chance to learn. That will build more trust and credibility. No one expects you to know everything about everything. We're our best when we are ourselves, not trying to act like who we think we should be. "Make it" - Implies there's an end destination If you have big career goals, there is no "make it" there's continuous learning and evolution of who you are as a professional. The more you grow, the more new situations you are put in. The more new situations you are put in, the more opportunities you will have to grow your career. Even the people who have "made it" are striving to push themselves to do more, learn more, grow more. . . . So rather than "fake it til you make it", why not something like... "Take comfort in discomfort" "Every interaction is an opportunity to learn" What other mantras would you add? #careergrowth #career #linkedinsports

🌟 I recently came across a thought-provoking post by Adam Grant on the concept of authenticity, and it got me reflecting on an experience from a few years ago. Adam's words remind us that "I was just being myself" isn't an excuse for disrespectful behavior; it's often a sign of a lack of empathy for others. 🤝 I was interviewing for a Chief People Officer role when I was asked about my perspective on "bringing your whole self to work." It's a broad topic, so I inquired if there was a specific situation in mind. The response left an indelible mark. 🤔 The interviewer shared a scenario where a team member expressed her religious beliefs openly (in conversations about weekend activities & passages posted on her desk), something that he found offensive and inappropriate for the workplace. Years later, this memory still resurfaces when I contemplate what it means to be authentic at work. 💭 Two viewpoints emerge from this. First, the power dynamic, with the leader in a position to address what is bothersome about the situation. Is it a disagreement with her religious beliefs or her willingness to share them? Would he react similarly to someone expressing passion for their favorite sports team or band, which at times can resemble religious fervor? 🏀 🏈 🤘🏼 Secondly, upon digging deeper, his concern appeared to be rooted in her beliefs conflicting with his desire to show up as his 'whole self' without exposure to her authenticity. 🤔 Returning to Adam Grant's wisdom, "authenticity without empathy is selfish. Being true to yourself shouldn't come at the expense of being kind to others." 🤗 Let's remember that authenticity can coexist harmoniously with respect, empathy, compassion and kindness in our workplaces, fostering a more inclusive and understanding environment - something we need more of in this world. 🤝 #strategicleadership #humancenteredleadership #authenticity #inclusivity

I did a little dance when I saw the Merriam Webster word of the year... ✨ Authentic ✨ It's such a crucial part of being a great leader - especially when it comes to leading Gen Z and Millennial employees. A big plus of my job is that I also get to observe leaders who have gotten *really really good* at communicating authentically with their employees. Here are a couple specific approaches that work for them: 🔀 Don't confuse 'unplanned' for 'authentic': Unless you're a really talented speaker, you're likely to muddle your message if you deliver it without any forethought at all. Before you speak, take a couple minutes to consider two things: what's ONE POINT you want employees to remember after you're done? What FEELING do you want employees to walk away with? 👥 Know your audience: What's the context that people come to the conversation with? How much do they know about the topic, and how might they feel about it? What else is going on in their lives? (Ex: are they in an end-of-quarter crunch? Is it the stressful start of the school year for parents?) It takes only a minute or two to consider these things in advance, it helps you communicate on the 'right channel,' and with empathy. 🧘🏽♀️ Know yourself: this sounds woo-woo, but really it's about understanding how you come across most comfortably. Ask a couple of trusted friends or family for three words they'd use to describe you to someone else. Lean into the positive ones. Some folks even own up to the negatives, and use it to show humility. Ex: "My mom swears I was born without a funny bone, so I'm going to spare you my attempt at a joke..." 📖 Tell stories - but pick them wisely: Stories are the fastest way to show you're human - provided that they're relatable. Index on stories of failure, and what it's teaching you to do differently. Think carefully about what details to include, and what you might want to leave out to avoid undermining your relatability. Ex: Everyone can relate to a Story of being frustrated about a delayed flight. Don't mention that you were stuck in the first class lounge overnight. Just scratching the surface here. If you've got more tips on communicating authentically, please add them! #internalcomms #executivecommunications #corporatecommunications #softskills

“My team isn’t performing to their full potential,” she said. Lisa, a newly promoted executive client, started working with me to develop her executive presence. I could hear the frustration and disappointment in her voice. As we worked together, Lisa shared that she struggled with gaining the trust and respect of her team. I noticed that when she talked to her team she had a condescending tone of voice, her arms were crossed, and she wasn’t practicing active listening. Solution-She was shocked that she was speaking in a condescending tone of voice. We focused on changing that. I also encouraged Lisa to share stories of her own experiences and to have open body language (eye contact, using hand gestures, and inviting ideas from her team). By focusing on getting good at communicating using her own style instead of what she thought she should be, she started getting better results from her team. Now, when she speaks, her team respects her, understands her, and trusts her leadership. It turns out that being authentic and relatable made all the difference. By opening up and sharing her journey, she was able to build stronger connections and foster a more cohesive and motivated team. If you're navigating similar challenges, remember that your authenticity can be your greatest strength. How has embracing your authentic self made a difference in your leadership journey?