Living and Leading with Authenticity

Posted Leave a commentPosted in The Five Be's

In the marketplace, more and more people are now seeking authenticity, and whole industries have grown up in the last ten years to meet that need. The demand for artisan products ranging from spirits to furniture to health care products has grown significantly. “Authentic” connotes something that’s real, something that’s connected to the world around it, and something that’s honest. When we seek out “authentic” restaurants, we are looking for something made by humans rather than stamped out in a factory and re-heated. When we purchase “authentic” antiques, we want a piece that is actually from that other time and place, not a replica. In other words, when we seek “authenticity” we’re seeking something real, tangible, and connected to the world around us. In an age when privacy is difficult to come by and it’s hard to predict what can go viral in an instant, people are also seeking authenticity in their work and their leaders. They’re seeking that authenticity, I think, because despite the electrons whizzing about in the air, people still have a fundamental need to connect to each other and the world in tangible ways.

Authentic in the context of “living and leading” is just like that handmade loaf of bread from Mom’s kitchen or the reclaimed shiplap on the wall of the newly renovated home: it means being a leader who is real, connected, and honest. An authentic leader is mindful of both the common good and individual good. An authentic leader both requires respect and gives it. An authentic leader is the same person on Monday morning as they were on Sunday morning or Friday night, and they intend to do good rather than just avoiding doing wrong. They are the same person from day to day–they assure people around them their “face” is in fact their “person” and mean it. An authentic leader will put others before themselves, and they will always seek to leave their teams and their organizations better than they found them.

Leaders also have a responsibility to husband their own personal resources and set a good example of character to lead their teams to high performance. In the military, we call that “walking the talk,” but that same principle is played out in all occupations and every endeavor daily. As leaders, we must never ask someone to do something we are unwilling to do ourselves. We follow the rules we set for others, and we are willing to roll up our sleeves and help our teammates out when it’s necessary. Truly, who wants work for someone who is not who they pretend to be? Who wants to follow someone who can’t relate to their teammates as human beings, or is unwilling to follow their own rules? The answer: no one wants to follow a leader like that–at least not for very long–no matter how many digits in the paycheck.

In my upcoming book, The Five Be’s, I discuss my philosophy for living an authentic life. The Five Be’s are Be Proud, Be Free, Be Virtuous, Be Balanced, and Be Courageous, and the underlying principle is living and leading authentically. It’s a talk I used to give to the new Airmen when they were freshly arrived at my unit, where I offered them a positive vision after months or years of hearing little else but “don’t” and “no.” I think it’s applicable to all age groups, not just the young ones, because each of us must wake and make decisions daily about what gets our energy that day. Living authentically and The Five Be’s is certainly a philosophy applicable for leaders who want to be their best and get the best from their teams. Good character and authenticity are perquisites for good leadership.

It’s central to good leadership to set the example by being authentic, and encouraging our teams to do the same. While sometimes, the job we’re doing requires personal sacrifice and the proverbial “blood, sweat, and tears,” leaders cannot be blind to the human factor in every equation. Leadership, after all, is primarily a human endeavor. We must remember our people can’t give 110% all the time; no one can give more than they have. So while that “110%” cliché is a helpful metaphor for “maximum effort” it can’t be a reasonable way to live or work. If we sprint all the time, we won’t have any energy for the sprint when it’s really necessary. An authentic leader–or any person striving to live an authentic life–understands that truism. Work hard and work smart, but remember to sprint only when you have to do so.  If we’re real and not two-faced, if we connect to the people and world around us, if we’re honest with others and ourselves then we’re living and leading authentically. Doing that will lead enable us to lead our teams to high performance, and will make sure we get everyone to the finish line together–including ourselves. Authentic leaders are honest to themselves and their teammates, and they remember they are part of a team, a family, and a community that also deserve some of their energy. The authentic leader is able to stay connected, even in the hardest times.

Living authentically—real, connected, honest– is a formula for success in business and in life.


Mickey is a consultant, author, and keynote speaker. He believes everyone can reach high levels of performance if inspired and led. During his 30 year US Air Force career Mickey commanded thousands of Airmen, managed portfolios worth billions of dollars, and worked with military, civil, and industry officials around the world. He is a Distinguished Graduate of the Eisenhower School at National Defense University in Washington DC.
Mickey is the author of eight books, including Leading Leaders: Inspiring, Empowering, and Motivating TeamsMickey’s Rules for Leaders, and The Five Be’s: A Straightforward Guide to Life.

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Creating a Culture of Respect

Posted Leave a commentPosted in GeneralLeadership.com

 

maxresdefaultIn my last article at Generalleadership.com, I wrote about how integrity is the very foundation of leadership. Extending that analogy, if Integrity is the “foundation” then Respect is the “walls” of a well-led organization.

So, what does “Respect” mean for a leader and how does a leader create a culture of respect in the organization?

In my mind, the four walls of “Respect” are: (1) the inherent dignity each human person has simply by virtue of being a human being, (2) the respect each leader must earn through their actions, (3) the respect for each others’ views and values leaders must require, and (4) the respect for the organization leaders must create. We’ll take each one in turn.

Read the rest at Generalleadership.com.