How to Find Your Authentic Leadership Style: 3 Frameworks to Use

Q: What is authentic leadership, and how can I figure out my own authentic style and approach to leadership?

This is a common question that not only many first-time managers face when stepping into their leadership roles, but also longtime leaders who have become disconnected by change and circumstance from their own inner voice and direction.

To lead authentically asks that an individual place an emphasis on discovering one’s inner value system and continually use self-awareness to assess whether the external actions match this set of internal guiding principles. As an outcome, authentic leadership often leads to more confidence and stability in one’s leadership abilities, as well as more trust between the leader and their constituents, and belief from the organization in the leader’s vision and decisions.

While one’s own authentic leadership style necessarily must arise from one’s own inner reflections and insights, there are many models and frameworks that can help a leader to start the process.

Here are 3 notable frameworks:

Bill George's Authentic Leadership Model

The Authentic Leadership Model is a framework that emphasizes the importance of leaders being true to themselves and leading with authenticity across 5 dimensions:

1. Purpose: Authentic leaders have a strong sense of purpose and align their actions with their core values. They understand their personal mission and are driven by a genuine desire to make a positive difference in the world. They inspire and motivate others by connecting their purpose with the organization's purpose.

2. Values: Authentic leaders have a clear set of values that guide their decisions and behaviors. They are honest, ethical, and transparent, and they consistently act in accordance with their values. They create a culture of integrity and build trust with their followers.

3. Relationships: Authentic leaders prioritize building and nurturing genuine relationships. They show empathy, respect, and humility towards others. They actively listen, communicate openly, and create a safe and inclusive environment. They foster collaboration and teamwork, and they develop deep connections with their followers.

4. Self-Discovery: Authentic leaders engage in self-reflection and continuous self-improvement. They are self-aware and understand their strengths, weaknesses, and biases. They seek feedback, learn from their mistakes, and are open to personal growth and development. They are willing to take risks and step out of their comfort zones.

5. Balanced Processing: Authentic leaders make well-informed decisions by seeking diverse perspectives and considering different viewpoints. They encourage constructive dissent and create an environment where people feel comfortable sharing their opinions. They are open-minded, fair, and objective in their decision-making process.

According to Bill George, authentic leadership is not about imitating other leaders or conforming to a particular mold. Instead, it is about being true to oneself, embracing one's unique qualities and experiences, and leading with integrity and empathy. Authentic leaders inspire trust, create a positive organizational culture, and ultimately achieve sustainable success by connecting with others on a deep and meaningful level.

Bruce Avolio's Full Range Model of Leadership

The Full Range Leadership Model (FRLM) is a leadership framework that describes a spectrum of leadership behaviors and styles, ranging from laissez-faire leadership at one extreme to transformational leadership at the other, and consists of three main leadership styles:

1. Transactional Leadership: Transactional leaders focus on the exchange of rewards and punishments to motivate followers. They establish clear expectations, provide contingent rewards for meeting goals, and use corrective actions when necessary. This leadership style operates within existing structures and systems and is primarily concerned with maintaining stability and achieving specific targets.

2. Transformational Leadership: Transformational leaders inspire and motivate followers to achieve extraordinary outcomes. They engage in four key behaviors known as the "Four I's": idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration. Transformational leaders create a vision, set high expectations, stimulate creativity and innovation, and provide individualized support to their followers. They encourage personal growth, empower others, and foster a sense of collective identity and purpose.

3. Laissez-Faire Leadership: Laissez-faire leaders are characterized by a hands-off approach, providing little direction or support to their followers. They avoid making decisions or taking responsibility, often resulting in a lack of guidance and structure. This style can be detrimental to organizational effectiveness and employee morale, as it may lead to confusion and reduced productivity.

The FRLM recognizes that effective leadership involves a combination of these styles. It suggests that transformational leadership is the most desirable and effective style, as it promotes higher levels of follower satisfaction, motivation, and performance. Transactional leadership can be effective in certain contexts where specific goals need to be met, while laissez-faire leadership is generally seen as ineffective and detrimental.

Nick Craig and Bill George's Discover Your True North Model

The Discover Your True North Model is a framework that focuses on helping individuals identify and embrace their authentic leadership purpose and values. The model is based on the idea that effective leadership stems from aligning one's actions and decisions with their true, inner self.

The Discover Your True North Model consists of three key components:

1. Authentic Leadership: Authentic leadership is at the core of the model and emphasizes being true to oneself. It involves understanding and embracing one's values, passions, and unique strengths. Authentic leaders lead with integrity, transparency, and a sense of purpose, which inspires and motivates others to follow.

2. Self-Awareness: Self-awareness is a critical element of the model, as it involves deep reflection and understanding of one's personal values, beliefs, and motivations. Through self-reflection and introspection, individuals gain insights into their life experiences, core values, and defining moments. This self-awareness enables leaders to make conscious choices aligned with their authentic selves.

3. Life Story: The life story component involves exploring and understanding the significant events, challenges, and influences that have shaped an individual's leadership journey. By analyzing their life story, individuals can uncover patterns, themes, and values that guide their leadership decisions. Reflecting on their life story helps leaders gain clarity on their purpose and identify their True North—the internal compass that guides their leadership.

The Discover Your True North Model encourages individuals to embark on a personal leadership development journey to gain a deeper understanding of their authentic selves. It emphasizes the importance of aligning one's values, passions, and strengths with their leadership roles and responsibilities. By doing so, leaders can build trust, create meaningful connections with others, and effectively lead with authenticity and purpose.

In addition to using the above models as a starting place, be sure to also identify your personal values and complete the exercise of personifying your inner leader, to help you more easily call up your authentic leadership style in the moments when stress and anxiety cloud your thinking.

Read more about authentic leadership at TheCoachCollective.org.