“I’m really fascinated by your views on leadership but in my world I need something that I can take away and apply in the here and now.”
My coach expressed a view that is commonplace in many of the organisations I interact with on a day to day basis. The intuitive belief that authenticity in leadership is both good and valuable to the organisation somehow needs to be underpinned by tools and techniques that validate this assertion.
The problem as I see it is that in many of today’s organisation the dependence on process compliance and efficiency as the drivers of organisational performance leads to a culture whereby everything has to be measured and if it cannot be then it instantaneously loses credibility in the eyes of much of the organisation. In many respects it is a further example of the short-termism so prevalent in many of today’s organisations.
“So tell me, what sort of measures would you be looking for?” I enquired of my coach.
“Something that I can relate to my customer deliverables would be preferable. We need to show how we are adding value and impacting the bottom line. The problem is that I need to be able to show the organisation how being more authentic in our leadership approach delivers better overall performance.” My coach had a clear grasp of the issues facing her and indeed many of us in today’s corporate and non-corporate worlds. “If I can’t do this I will have real difficulty securing the resources that I need to develop the capability” she continued.
I could only empathise with her dilemma as I juggled the paradox in my mind that these very same organisations expressed the need to develop more empowered employees as a cornerstone of their future strategy.
“Interestingly the underlying principles of authentic leadership are focussed on the behavioural aspects of the leader that enables the organisation to deliver the best overall performance. Yes I agree that it is difficult to demonstrate the interaction between leadership style and performance but the underlying premiss is totally congruent with the organisational aspiration of delivering the optimised balance of deliverables to a broad church of stakeholders.” I responded.
“Sure authenticity in leadership is not the be all and end all” I continued “but combined with organisational capability and a modicum of technical competence it forms a pretty impressive armoury in any situation.”