Jennifer Dill is the Director of Human Resources at Data Innovations LLC.
Becoming a new people manager can play a pivotal role in your career. It’s a role that comes with its unique set of challenges and responsibilities, not the least of which is leading with authenticity. “Authenticity” may be dismissed by many as a buzzword. However, it’s a powerful leadership approach that fosters trust, enhances employee engagement, and drives team success.
As a global HR leader, I’ve learned that being authentic can sometimes feel scary—after all, it requires vulnerability. A reminder I still have to tell myself when building successful people programs is to trust yourself and your values and to do what feels right to you. Believe in yourself, your strengths and your ability to learn, grow and lead.
To help leaders who are first stepping into people management, I asked members of Forbes Human Resources Council Leading With Authenticity, a community of experts that I lead, to share their game-changing tips to build the real connections that are necessary for effective leadership.
1. Know what your “operating manual” looks like.
Invest the time to identify your own operating manual and the operating manual for those reporting to you. Figuring out communication styles, how to give feedback, resolve conflicts, etc. will pay dividends in team dynamics. – Janine Yancey, emtrain
2. Have a growth mindset.
Start with actively listening and approaching everything with curiosity. It is integral that new managers embrace and own the experiences, knowledge and competencies that led them to a position of leadership. Oftentimes, managers are programmed to operate from a control mindset versus a growth mindset. Hence, active listening is core to leading with grace and confidence. – Chandran Fernando, Matrix360 Inc.
3. Integrate servant leadership principles.
Integrate servant leadership principles (empathy, people development, service, ethical behavior, etc.) with directing, goal setting and casting a vision. Create an environment that fosters individual autonomy, promotes collaboration and aligns the team’s efforts toward shared goals. A balanced approach enables both the well-being of team members and the attainment of organizational objectives. – Annalisa Adams-Qualtiere, Skoll Foundation
4. Listen to and empower your team.
Build a real connection with your employees by listening to, empowering, and trusting them. People managers are only as strong as the people behind them. This level of engagement builds bridges across business units, helps cultivate relationships on multiple levels, and leads to a healthier, stronger company culture. – Sarah Peiker, Orion Talent
5. Search for approaches that align with your values and integrity.
Learn to recognize if you’re being asked to do something or show up in a way that does not feel authentic to you. Trust your instincts and find an alternate approach that is in line with your values and integrity. There is always a choice, and the right people will respect you for staying true to yourself. When you’re authentic, it gives others permission to be authentic too. – Mikaela Kiner, Reverb
6. Start with your understanding your identity.
Authenticity is deeply rooted in our identity: who we are, what we value, and what we believe in. People managers must first be committed to understanding themselves and have a willingness to open up and examine their experiences. Practice approaching yourself with curiosity, rather than judgment. It is impossible to lead from your true self if you do not know who that is. – Amie Courtney, Cranberry Township
7. Find a mentor you trust and respect.
Find a mentor who you trust and respect and develop a mutually beneficial relationship. It should be someone you can be vulnerable with and can give you wisdom and insight. Offer something in return, like advice on using some new technological tool or app or help on a project. This way, both you and your mentor benefit from the relationship. – Tracy Jackson, Clutch
8. Earn your team’s trust with transparency.
Authenticity is not about trying to be someone else or conforming to a particular leadership style. It’s about being true to yourself, fostering genuine connections, and building trust within your team. Share information openly and honestly with your team members whenever possible. Involve them in decision-making processes and provide context for the choices made. Transparency helps build trust and fosters a sense of ownership and collaboration. – Liz Corey, Velosio
9. Know your strengths and weaknesses.
To lead with authenticity, you must own your own strengths and weaknesses as a leader. Find comfort that you do not know it all and will not know it all and lean into your team to fill those gaps. Be curious. This will enable your teams to open up to you and find comfort in their own areas of development, therefore allowing you to build rapport with one another. – Halai Shukran, Pluribus Digital
10. Be self-aware.
To lead authentically, it’s imperative that you’re self-aware. Without a core understanding of your strengths and weaknesses, it’s nearly impossible to lead in a meaningful and authentic way. The greatest leaders have the ability to recognize that their role is less about bringing the hammer down as it relates to authority and is entirely about leveling up those whom they lead. – Jennifer Bauer, rf IDEAS, Inc.
Forbes Human Resources Council is an invitation-only organization for HR executives across all industries. Do I qualify?
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