4 Key Traits To Becoming an Authentic Leader

You would have had to be under a rock for the past five years to not have heard about the value of authenticity. I'm talking about authenticity as a brand and authenticity as a leader.

The reason for so much discussion is clear. Millennials, now the largest consumer group in the U.S., not only value authenticity but they demand it.

I need look no farther than at my own 20-something sons.

Homogeneity isn't a default setting for them. They choose to surround themselves with authentic people -- blue-collar, white collar, musicians, doctors, hair stylists and Peace Corps workers -- the only common bond seems to be that these young men and women live authentically.

In other words, they live life on their own terms.

Elite Daily, the premier online news platform for and by Millennials, reveals in a 2015 research study the following finding:

"43% of Millennials rank authenticity over content when consuming news. They first have to trust a company or news site before they even bother reading the content that they provide. Blogs are meant to be authentic and many of them are run by a single individual. Millennials connect best with people over logos."

Now if you're a leader steering a company, working to attract the best employees or marketing products to Millennials, this is a wake-up call for you. In fact, the longevity of your career and your brand may very much depend on it.

Yes, I know that being authentic might be easier said than done. After all, a lot of us are used to "playing a role" in our jobs and in our relationships. But as research shows you, that is really no longer acceptable.

So how do you work toward becoming that "true version of yourself" particularly if you're a leader?

Well, Bill George, former CEO of Medtronic and author of the book "Authentic Leadership," says 4 key traits are present in every authentic leader:

1. They are self-aware and genuine. Authentic leaders clearly know their strengths, their limitations, and their emotions. Most importantly, they show up the same way whether in the conference room or on the back patio. They do not fear looking weak by admitting their mistakes or weaknesses.

 2. They are mission-driven and focused on results. Authentic leaders work to carry out the mission and achieve the goals of their organization. They seek results for the good of the company, not for their own personal gain. 

3. They lead with their heart. Authentic leaders do not fear showing their emotions or their vulnerability when connecting stakeholders. When communicating with employees or customers, they do so in a direct manner but it’s always done with empathy.

4. They focus on the long-term. A key principle in Bill George’s model is that authentic leaders are focused on long-term shareholder value. Authentic leaders realize that to nurture individuals and to nurture a company requires hard work and patience, but the approach pays large dividends over time.

Now be honest. Doesn't the idea of being authentic sound a whole lot better than conforming to a predetermined role?

~hcollaborative.com~

Lesson in Leadership: Is Honesty the Best Policy?

Nike just announced it will eliminate 745 jobs at its Oregon headquarters.

And it got me thinking about honesty in business. (No, I have no issue with my favorite shoemaker.) More specifically, honesty in leadership.

For years, I spent time in the ad agency world. Layoffs were part and parcel of that business. Lose an account and lose some employees. Lose another account and lose more employees. And so it went with the bad times of every economic cycle.

Now if you were an employee in one of those agencies, you were always thinking one thing during these times:

Am I next?

Which brings me back to this honesty thing. You see, during those two decades (read: several boom and bust cycles), I never heard directly from the president or creative director of any agency where I worked that "layoffs were coming."

Everything was left up in the air.

As a result, cruel and unnecessary angst permeated the work environment sometimes for hours, sometimes for days. That is, until that ax finally fell.

My thinking was and is now that all that negative fog could have been avoided simply by being honest. Simply by being direct.

In other words, the leader of the agency could have immediately gathered all staff, looked everyone in the eye and said, "we've lost a big chunk of business and we will need to lay some people off."

Think about how much stress and anxiety that would have eliminated. Think about the positive feeling an employee might have had toward the leaders of that agency for "telling it like it is."

No doubt, there will be a grieving process for employees whether it involves a layoff or a restructure. Feelings of denial, anger, depression and acceptance are certain to surface. And from my own personal experience and observation, it takes awhile to get through that. So give employees the time it takes to go through these very human experience. If anything, now is the time to overcommunicate.

Just one caution.  By telling folks up front, they will naturally be stressed and productivity may go down. Great leaders understand and allow this by sharing their employees’ pain and helping them position themselves for their next chapter. 

Many of you know that my business partner and I are getting our new book about the benefit corporation movement ready for publication. In it, we interview 11 enlightened leaders who live by the 3 P's of People, Planet and Profit.

They know about and practice transparency and honesty every day. It's the commitment they've made to their employees, customers and vendors.

And here’s the thing: their stakeholders always know where they are coming from in good times and bad.

Can you imagine how much trust they garner by simply being honest? By speaking the truth in a fake news world? By having respect and compassion for another soul who travels on the same planet you do?

As Frank Sonnenberg says on his most excellent leadership blog, "Honesty means that you respect others enough to tell them the truth and that you value your opinion of yourself enough to never live a lie."

Never live a lie. How refreshing is that.

So here’s to the rise of the benefit corporation. And to the honest communication it fosters.

Without a doubt, it is the best policy.

~hcollaborative.com~

The Powerful Secret Leaders Use To Communicate Effectively

Every leader needs to communicate effectively. Whether it’s with employees, clients, partners or donors, you want to make sure you get your audience’s attention.

But as one of my favorite ad gurus David Ogilvy is known to have said, “You can’t save souls in an empty church.”

So how do you really make sure that does not happen?

Is there a single action you can take to all but guarantee you have open ears and eyes ready for your message?

Yes.

Become empathetic!

Plain and simple, empathy is the cornerstone of emotional intelligence, a powerful trait of the conscientious communicator. All of which starts with the ability to really put yourself into someone else’s shoes.

You feel their aches and pains…

…their stresses…

…their hopes and their desires.

Fact is, research tells us that business success comes with higher levels of emotional intelligence and not just analytical intelligence.

Yet, according to recent studies, it seems to be getting harder and harder to find leaders who exhibit empathy.

According to author Roman Krznaric in his recent book “Empathy: Why It Matters and How To Get It” empathy in the world is rapidly declining.

From the online world to college campuses, the executive suite to wealthy neighborhoods in America, research points to the declining ability to empathetic.

When interviewed by Time magazine in 2014, Krznaric cited the following stats:

• Over 70% of adults experienced online harassment and trolling
• Studies show a long-term decline in empathy levels among college students of nearly 50% in the past three decades
• The wealthier you are the less empathetic you are likely to be and
• Senior executives are four times more likely to resemble psychopaths who are devoid of empathy than the average worker

But any conscientious communicator worth her salt knows the starting point to being empathetic. And that, quite simply, is to get inside those flats or sneakers of the audience. Then walk a mile in them.

Easier said than done, you say?

Okay, here are three ways you can do just that:

1. Listen Up: Ask your key stakeholders what is there biggest worry? Focus Groups are great ways to help you uncover what keeps them up at night watching Jimmy Fallon as opposed to dreaming those high REM-dreams. Not sure a structured focus group is where to start. Use social media ( see number 3) or even an email to ask and then LISTEN! Perhaps offer them a simple “kicker” for their participation. Maybe a contribution to their favorite charity…a Starbucks gift card…or just a heart-felt thanks.
2. Take a Trip: Another way to get inside their hearts and minds is to ask them in person about what their thoughts are. Maybe it’s at a conference, workshop or trade show. Or local business event. Nothing will get lost in the translation when you’re doing a face-to-face.
3. Dig Deep: If both options 1 and 2 aren’t so easy for you (say you don’t have a list or don’t have an opportunity to connect face to face)think a bit strategically and go online. Visit blogs or join social media groups (think LinkedIn or Facebook) where your peeps hang out. In several of the LinkedIn groups I belong to, I see these kind of questions posed on a regular basis. Remember: people want to help people. Just be honest and straight with them.

It’s been our experience that once you’ve completed any of these simple yet practical information gathering methods, you’ll be walking away with deep insight about what makes your audience tick.

You’ll understand why they feel the way they feel.

Which will go a long way in helping you engage with those souls in your church.

To get our book, “25 Building Blocks To Create a Conscientious Organization” FREE, go to HCollaborative.com for an instant download.

How To Improve Your Content Thanks To a Few IPAs

"Good writing is not a natural gift. You have to learn to write well."

- David Ogilvy

"Piney...

...citrusy...

...floral...

...juniper-like...

...lemony."

If you've ever tried to describe the taste of an India Pale Ale (IPA), you know the descriptors vary.

Fact is, I've heard the majority of these adjectives as I'm lucky enough to live in a city where you see bumper-stickers on Priuses, Subarus and Volvos that read "Keep Portland Beered."

Which is to say locals get to choose from a ton of refreshing and ever-growing list of IPAs.

So what's this all have to do with upping your content?

Plain and simple, you want your words and ideas pared to the bone. You want your audience to come away with one singular but memorable thought.

For example, describing an IPA as "juniper-like."

Simplifying your message is how you connect with your receiver. That is, after you've developed empathy for your audience as I mentioned in my last post.

Unfortunately, this business of simplifying seems to be anything but easy. Too often we see our nonprofit and for-profit clients complicate their messaging.

Sentences that go on and on and on.

Labyrinth-like paragraphs that scare away a reader.

And jargon that puts the audience at "tilt" mode before they finish reading the title.

If you believe in conscientious communiciation, clarity is always your standard.  

So to that end, I offer three simple tips I've followed throughout my career courtesy of my favorite guru David Ogilvy. Here they are in his own words:

1.       Write the way you talk, naturally.

2.       Use short words, short sentences and short paragraphs.

3.       Never use jargon or pretentious words like reconceptualize, demassification, attitudinally, judgmentally. They are hallmarks of a pretentious ass.

(From "Confessions of an Ad Man" by David Ogilvy)

If you follow these three simple rules, your message will be clear. And you will be communicating effectively to your audience.

In other words, giving them something to quench their thirst.

To get our book, "25 Building Blocks To Create a Conscientious Organization" FREE, go to HCollaborative.com for an instant download.