It’s no secret: we follow leaders who engage and inspire us, relate to us and instill trust. But it certainly is surprising how often we forget, or overlook, how important consistent and direct leadership communication is, especially when we’re being scrutinized for our leadership authenticity. What message are you sending?
Employees trust leaders who speak clearly and directly. Authentic leadership communication cannot be muddled, confusing or timid. When leaders communicate with purpose, logic, intention and emphasis, people detect authenticity.
Conversely, a leader who hedges or beats around the bush is perceived as unforthcoming and written off as inauthentic. Think about it: when leaders consistently communicate complete and timely information, people can rely on its authenticity. When leaders hold back information for personal or political motives, employees usually discover the deception and develop distrust.
Authentic Leadership Communication
Authentic leadership communication is forged from honesty. Airs and pretenses must be cast aside. Leaders become transparent when they admit to being fallible or poorly informed on a specific topic. Such authenticity is attractive, especially when leaders ask for help.
You see, admitting mistakes reveals a vulnerability that draws people’s admiration and appreciation. As Anna Crowe writes in Get Real: The Power of Genuine Leadership, a Transparent Culture, and an Authentic You (Lioncrest Publishing, 2019), a leader’s mask severs the connections needed for collaboration and unity. And I agree.
It’s been my experience as a coach that leaders who hold themselves accountable to their people earn great respect. Making commitments means you must deliver on them. If you’re open to feedback, willing to ask people about their needs, seek ideas for improvement and genuinely listen to feedback, you demonstrate authenticity. Taking action based on this input convinces people you’re authentically interested in their welfare and growth.
What do you think? What are your communication policies and practices? How does it affect your leadership? You can call me at 561-582-6060, let’s talk. And as always, I can be reached here, or on LinkedIn.
