What is Authentic Leadership?

Authentic leadership is a leadership style that focuses on leading in a genuine, honest and values-led way, rather than relying on authority or status. Understanding authentic leadership can help managers, leaders and HR professionals to decide whether this style fits their people and their workplace. In this article, we’ll look at what authentic leadership is, the characteristics of authentic leadership and how to become an authentic leader.

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What is Authentic Leadership?

Authentic leadership is a style of leadership based on being true to yourself, your values and your beliefs. Authentic leaders lead with integrity, transparency and consistency, building trust through honest relationships – rather than using authority, control or hierarchy.

A well-known framework for authentic leadership was developed by leadership expert Bill George, whose model highlights five key areas that authentic leaders develop over time. Together, these elements support leaders in staying grounded and credible while leading others. The five areas are:

1. Purpose – understanding what motivates you and what kind of leader you want to be.
2. Values – acting in line with strong moral principles, even when it’s difficult.
3. Relationships – focusing on building genuine and trusting connections with others.
4. Self-discipline – staying consistent, calm and reliable under pressure.
5. Heart – compassion, empathy and care for people.
   

Characteristics of an Authentic Leader

Authentic leadership is built on a set of personal qualities that shape how leaders think, behave and interact with others. These characteristics are important because they create trust, encourage openness and support long-term engagement within teams.

Key characteristics of an authentic leader include:

• Self-awareness, which allows leaders to understand their strengths, weaknesses and impact on others.
• Empathy, which helps leaders recognise and respond to the feelings and perspectives of their team.
• Modesty, which keeps leaders open to feedback and willing to admit mistakes.
• Integrity, which ensures decisions and actions are guided by clear values and honesty.
• Consistency, which helps people know what to expect and feel secure in their leader’s behaviour.
  

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Authentic Leadership Examples

Authentic leadership can and should be seen in everyday workplace behaviours, rather than grand gestures or one-off actions. For example, a manager who openly explains the reasoning behind decisions and invites questions is demonstrating transparency. A leader who admits when they do not have all the answers and asks the team for input is showing humility and trust.

Another example is a leader who supports employees through change by acknowledging uncertainty while remaining honest about challenges ahead. In these situations, authentic leaders don’t pretend everything is fine but instead communicate clearly and show genuine concern for their workers.

A further example is a leader who acts consistently with their values even when under pressure. This could involve standing by a fair decision despite pushback, or prioritising employee wellbeing over short term results. By doing so, the leader shows integrity and builds long-term credibility with their team.

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Authentic Leadership Pros and Cons

Authentic leadership can bring meaningful benefits to many types of workplaces, but it can also present challenges in others. Understanding both sides allows organisations to assess whether this leadership style is the right fit for them. Authentic leadership often works well in workplaces that value collaboration, openness and employee wellbeing but may be less effective in environments that require strict structures or rapid, top-down decision making.

Some of the main advantages of authentic leadership include:

• Increased trust between leaders and employees.
• Higher employee engagement and motivation.
• Stronger relationships and improved communication.
• Greater alignment between organisational values and behaviour.
• Improved employee wellbeing and psychological safety.
  

Potential drawbacks of authentic leadership to consider include:

• Leaders may struggle if they lack self-awareness or emotional regulation.
• A high level of openness may blur professional boundaries.
• Decision making can be slower due to the need for consultation and reflection.
• It may be less effective in hierarchical or compliance-driven environments.
• Leaders may feel exposed or vulnerable when sharing openly.

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How to Be an Authentic Leader

Becoming an authentic leader is an ongoing process that involves reflection, learning and personal development. It’s not about changing who you are, but about leading in a more intentional and honest way.

Developing emotional intelligence is a key step. This includes recognising your own emotions, managing them effectively and understanding how others feel. Higher emotional intelligence supports empathy, communication and trust.

Encouraging diverse perspectives is also important. Authentic leaders create safe spaces for people to share different views and experiences, even when they challenge the status quo. This leads to better decisions and more inclusive teams.

Developing other soft skills can further support authentic leadership. Skills such as active listening, clear communication and conflict resolution help leaders build stronger relationships and respond thoughtfully to challenges.

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Authentic leadership focuses on leading with honesty, self-awareness and strong values. It can be a powerful leadership style for those who want to build meaningful connections with their teams, as it’s a people-centred approach to leadership that places strong emphasis on trust and engagement.

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Further Resources

• Leadership & Management Training Online Course
• 6 Types of Leadership: Which Leadership Style is Right For Me?
• Leadership and Management Quiz
• 10 Development Areas for Managers