In their study of 2.5 million manager-led teams in 195 countries, featuring analysis that measures the engagement of 27 million employees, Gallup has concluded that “Great managers have the talent to motivate employees and build genuine relationships with them. Those who are not well-suited for the job are usually uncomfortable with this “soft” aspect of management. But employees are people first, and they have an intrinsic need for bonding that does not automatically turn itself off between the hours of 8:00 a.m. and 5:00 p.m. The best managers can understand and relate to their team members’ inherently human motivations.”
More and more research shows that it is Authentic Leadership which improves job satisfaction and engagement in individuals and teams. It also develops resilience and fosters creativity and innovation.
There are many ingredients that go into becoming an authentic leader including:
• Self awareness – an awareness of one’s strengths, limitations, values and an understanding of how these impact others.
• Having an ethical core, or ‘doing the right thing even if it’s the hardest thing’.
• Being honest and straightforward in dealing with others.
• Fair-mindedness – soliciting opposing viewpoints and considering all options before choosing a course of action.
Authentic leadership is characterised by honesty, altruism, kindness, fairness, accountability, and optimism.
Organisations need more authentic leaders to cope with the new, turbulent and dynamically changing work environment via making a fundamental difference in organisations by helping employees find meaningfulness and connection at work.
Are you developing Authentic Leadership in your organisation?
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Thanks for reading.
Dr. Celine Mullins.Back to Teams