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Published on April 21, 2020

6 Distinct Characteristics of an Authentic Leadership

6 Distinct Characteristics of an Authentic Leadership

Investing time to develop authenticity is worthwhile. Authentic leadership is important because it encourages moral integrity, open and genuine, communication.[1]

Bill George, Harvard University professor the author of the book, Authentic Leadership: Rediscovering the Secrets to Creating Lasting Value, states that leadership programs should put its efforts to training leaders to develop their authenticity instead of trying to redefine what authenticity is.

In an article published in the Harvard Business Review, Herminia Ibarra suggests that:[2]

“Authenticity has emerged as the gold standard for leadership.”

It is in a leader’s best interest to work on refining their authenticity to help develop their employee’s attitudes, commitment, and creativity, which can also lead to an improvement in their corporate performance.

In this article, you will learn six ways of developing your authenticity as a leader.

Why Should You Strategically Develop Authenticity?

The short answer is because naive authenticity can backfire.

Critics of Authentic leadership, University of Pennsylvania’s professor Adam Grant, said that “be yourself” is actually terrible advice unless you are Oprah.”[3]

I fully agree with Grant that people may have thoughts and feelings for others that sometimes are better left unspoken.

Can you imagine what would happen to a unit’s culture if the leader explicitly says to his subordinates what he thinks about them, especially if those feelings are negative? Toxicity is the term to comes to my mind.

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Stating to a colleague that her hair is ugly would not be great advice either, even though it would be an authentic statement and assuming that the leader believed that his colleague had ugly hair.

Much strategic planning has to occur for authentic leadership to work.

Before we talk about the six ways to assist you with developing your authenticity, it might be a good idea to strategize how you are going to develop this skillset.

Understanding Self-Monitoring

To me, the process starts with understanding the differences in self-monitoring.

According to psychologist Mark Snyder, there are two types of monitoring: high and low self-monitors.[4]

We learn from Snyder that high self-monitors are characterized by being people who modify the way they present themselves to others socially by interpreting social clues. Their internal feelings and the outside world are not always in sync.

Low self-monitors are characterized by people who tend to behave according to their inner values and beliefs. This is an important consideration because depending on your type of self-monitoring, your ability to act authentically will vary.

Do you belong to the high or low self-monitors?

If you do not know, feel free to take the Self-Monitoring Scale.[5] It might be quite beneficial for you to know this.

6 Ways to Develop Your Authenticity

To develop your authenticity, do these following activities and take notes on which ones worked the best for you. The following exercises are exactly what I do to refine my strategic authentic leadership style.

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1. Ask for Honest Feedback

First and foremost, be humble enough to ask and listen to how your team members perceive you and your actions. You should remember that you are not perfect and that you have flaws like everyone else.

Keep in mind that the way you see yourself is not necessarily the way that others see you. When speaking with them, take notes. After speaking with them, engage in self-reflection, along with what they shared, and take action.

It is not always easy to receive honest feedback. Sometimes, receiving feedback may hurt our feelings, but this should not be the case. Learning to receive honest feedback without feeling hurt is an essential aspect of authentic leadership.

2. Work on Self-Awareness

As stated above, how you see yourself is not always in sync with how others see you. Engage in introspection once in a while. Self-reflection is an essential aspect of being an effective leader.

How is your tone of voice sounding like? Are you matching your words with your behaviors? How are you dressing up? How is your office arranged? Are they in alignment with your true persona?

The power of self-awareness is unlimited, and a high level of reflection is beneficial to most aspects of our lives. This makes it a critical characteristic if you want to be an authentic leader.

3. Analyze Your Life Story and Struggles

You need to better understand who you are in order to develop authenticity.

I was bullied in school and failed miserably academically in Brazil. But these experiences helped me become a caring leader who listens to the advice given by my team.

This applies to you too. What you experienced in life help define who you are now. And it does not matter if these are mostly bad experiences or good ones. What matters is how you view them and use them to improve yourself.

As Bill George would say:

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“As leaders discover their truth, their True North, they gain confidence and resilience to face difficult situations.”[6]

4. Be Consistent

It is difficult to be authentic if your rhetoric is not consistent.

Be careful with contradicting yourself with directives and expectations. You must give clear directions to all your team members and have reasonable expectations of completion.

Being inconsistent with delivering messages to your team is likely to negatively impact your ability to build authenticity.

If you are not consistent in what you say, others will see you as a hypocrite, and this will negatively affect how others will see you and your leadership capabilities.

5. Appreciate Your Team’s Victories

Learn to think that victories, even small ones, are worth celebrating. Celebrating success is always a good policy.

Celebrating success authentically is a great practice. Give credit to team members when credit is due. Enable team members to share their personal victories as well. Provide a token of appreciation whenever possible.

Choose to be a celebratory hero instead of a quiet naysayer.

6. Practice Self-Discipline

Never, under any circumstance, scream. Screamers run the risk of finishing the long journey alone.

Work on minimizing your weaknesses, go for daily walks and take a break, practice social listening and accept the fact that you will make mistakes.[7] It is okay as long as you have the discipline to fix the error.

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No one starts fully disciplined already. Like most things, mastering self-discipline requires a lot of practice and patience.

If you are having a hard time disciplining your self, this article may help you build self-discipline: How to Build Self Discipline to Excel in Life

Final Thoughts

Stagnation will not help you with authentic leadership.

Leading others to perform to the best of their abilities is a task that leaders should strive for. What good leaders do is help their team reach higher levels of productivity by being more authentic.

What is your monitoring style? High or Low?

Keep learning. Ask for honest feedback and listen to what your team members tell you.

Work on self-awareness and how others see you. Engage in introspection and re-analyze your life story and struggles.

Be consistent with your speech, appreciate the accomplishments of your team members, and practice self-discipline. Be humble and never stop learning.

Authentic leadership, when developed strategically, can make you become the best leader you can be.

More Leadership Tips

Featured photo credit: ThisisEngineering RAEng via unsplash.com

Reference

[1] Deloitte: How Authentic Leadership and Inclusion Benefit Organisations
[2] Harvard Business Review: The Authenticity Paradox
[3] The New York Times: Unless You’re Oprah, ‘Be Yourself’ Is Terrible Advice.
[4] American Psychological Association: Self Monitoring: Appraisal and reappraisal
[5] Open-Source Psychometrics Project: Self-Monitoring Scale
[6] Harvard Business School: The Truth About Authentic Leaders
[7] Forbes: 5 Proven Methods For Gaining Self Discipline

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Last Updated on January 6, 2021

14 Ideas on How to Measure Productivity to Make Progress

14 Ideas on How to Measure Productivity to Make Progress

Everyone has heard the term productivity, and people talk about it in terms of how high it is and how to improve it. But fewer know how to measure productivity, or even what exactly we are talking about when using the term “productivity.”

In its simplest form, the productivity formula looks like this: Output ÷ Input = Productivity.

For example, you have two salespeople each making 10 calls to customers per week. The first one averages 2 sales per week and the second one averages 3 sales per week. By plugging in the numbers we get the following productivity levels for each sales person.

For salesperson one, the output is 2 sales and the input is 10 sales: 2 ÷ 10 = .2 or 20% productivity. For salesperson two, the output is 3 sales and the input is 10 sales: 3 ÷ 10 = .3 or 30% productivity.

Knowing how to measure and interpret productivity is an invaluable asset for any manager or business owner in today’s world. As an example, in the above scenario, salesperson #1 is clearly not doing as well as salesperson #2.

Knowing this information we can now better determine what course of action to take with salesperson #1.

Some possible outcomes might be to require more in-house training for that salesperson, or to have them accompany the more productive salesperson to learn a better technique. It might be that salesperson #1 just isn’t suited for sales and would do a better job in a different position.

How to Measure Productivity With Management Techniques

Knowing how to measure productivity allows you to fine tune your business by minimizing costs and maximizing profits:

1. Identify Long and Short-Term Goals

Having a good understanding of what you (or your company’s) goals are is key to measuring productivity.

For example, if your company’s goal is to maximize market share, you’ll want to measure your team’s productivity by their ability to acquire new customers, not necessarily on actual sales made.

2. Break Down Goals Into Smaller Weekly Objectives

Your long-term goal might be to get 1,000 new customers in a year. That’s going to be 20 new customers per week. If you have 5 people on your team, then each one needs to bring in 4 new customers per week.

Now that you’ve broken it down, you can track each person’s productivity week-by-week just by plugging in the numbers:

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Productivity = number of new customers ÷ number of sales calls made

3. Create a System

Have you ever noticed that whenever you walk into a McDonald’s, the French fry machine is always to your left? 

This is because McDonald’s created a system. They have determined that the most efficient way to set up a kitchen is to always have the French fry machine on the left when you walk in.

You can do the same thing and just adapt it to your business.

Let’s say that you know that your most productive salespeople are making the most sales between the hours of 3 and 7 pm. If the other salespeople are working from 9 am to 4 pm, you can potentially increase productivity through something as simple as adjusting the workday.

Knowing how to measure productivity allows you to set up, monitor, and fine tune systems to maximize output.

4. Evaluate, Evaluate, Evaluate!

We’ve already touched on using these productivity numbers to evaluate and monitor your employees, but don’t forget to evaluate yourself using these same measurements.

If you have set up a system to track and measure employees’ performance, but you’re still not meeting goals, it may be time to look at your management style. After all, your management is a big part of the input side of our equation.

Are you more of a carrot or a stick type of manager? Maybe you can try being more of the opposite type to see if that changes productivity. Are you managing your employees as a group? Perhaps taking a more one-on-one approach would be a better way to utilize each individual’s strengths and weaknesses.

Just remember that you and your management style contribute directly to your employees’ productivity.

5. Use a Ratings Scale

Having clear and concise objectives for individual employees is a crucial part of any attempt to increase workplace productivity. Once you have set the goals or objectives, it’s important that your employees are given regular feedback regarding their progress.

Using a ratings scale is a good way to provide a standardized visual representation of progress. Using a scale of 1-5 or 1-10 is a good way to give clear and concise feedback on an individual basis.

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It’s also a good way to track long-term progress and growth in areas that need improvement.

6. Hire “Mystery Shoppers”

This is especially helpful in retail operations where customer service is critical. A mystery shopper can give feedback based on what a typical customer is likely to experience.

You can hire your own shopper, or there are firms that will provide them for you. No matter which route you choose, it’s important that the mystery shoppers have a standardized checklist for their evaluation.

You can request evaluations for your employees friendliness, how long it took to greet the shopper, employees’ knowledge of the products or services, and just about anything else that’s important to a retail operation.

7. Offer Feedback Forms

Using a feedback form is a great way to get direct input from existing customers. There are just a couple of things to keep in mind when using feedback forms.

First, keep the form short, 2-3 questions max with a space for any additional comments. Asking people to fill out a long form with lots of questions will significantly reduce the amount of information you receive.

Secondly, be aware that customers are much more likely to submit feedback forms when they are unhappy or have a complaint than when they are satisfied.

You can offset this tendency by asking everyone to take the survey at the end of their interaction. This will increase compliance and give you a broader range of customer experiences, which will help as you’re learning how to measure productivity.

8. Track Cost Effectiveness

This is a great metric to have, especially if your employees have some discretion over their budgets. You can track how much each person spends and how they spend it against their productivity.

Again, this one is easy to plug into the equation: Productivity = amount of money brought in ÷ amount of money spent.

Having this information is very useful in forecasting expenses and estimating budgets.

9. Use Self-Evaluations

Asking your staff to do self evaluations can be a win-win for everyone. Studies have shown that when employees feel that they are involved and their input is taken seriously, morale improves. And as we all know, high employee morale translates into higher productivity.

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Using self-evaluations is also a good way to make sure that the employees and employers goals are in alignment.

10. Monitor Time Management

This is the number one killer of productivity in the workplace. Time spent browsing the internet, playing games, checking email, and making personal calls all contribute to lower productivity[1].

Time Management Tips to Improve Productivity

    The trick is to limit these activities without becoming overbearing and affecting morale. Studies have shown that most people will adhere to rules that they feel are fair and applied to everyone equally.

    While ideally, we may think that none of these activities should be done on company time, employees will almost certainly have a different opinion. From a productivity standpoint, it is best to have policies and rules that are seen as fair to both sides as you’re learning how to measure productivity.

    11. Analyze New Customer Acquisition

    We’ve all heard the phrase that “It’s more expensive to get a new customer than it is to keep an existing one.” And while that is very true, in order for your business to keep growing, you will need to continually add new customers.

    Knowing how to measure productivity via new customer acquisition will make sure that your marketing dollars are being spent in the most efficient way possible. This is another metric that’s easy to plug into the formula: Productivity = number of new customers ÷ amount of money spent to acquire those customers.

    For example, if you run any kind of advertising campaign, you can compare results and base your future spending accordingly.

    Let’s say that your total advertising budget is $3,000. You put $2,000 into television ads, $700 into radio ads, and $300 into print ads. When you track the results, you find that your television ad produced 50 new customers, your radio ad produced 15 new customers, and your print ad produced 9 new customers.

    Let’s plug those numbers into our equation. Television produced 50 new customers at a cost of $2,000 (50 ÷ 2000 = .025, or a productivity rate of 2.5%). The radio ads produced 15 new customers and cost $700 (15 ÷ 700 = .022, or a 2.2% productivity rate). Print ads brought in 9 new customers and cost $300 (9 ÷ 300 = .03, or a 3% return on productivity).

    From this analysis, it is clear that you would be getting the biggest bang for your advertising dollar using print ads.

    12. Utilize Peer Feedback

    This is especially useful when people who work in teams or groups. While self-assessments can be very useful, the average person is notoriously bad at assessing their own abilities.

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    Just ask a room full of people how many consider themselves to be an above average driver and you’ll see 70% of the hands go up[2]! Now we clearly know that in reality about 25% of drivers are below average, 25% are above average, and 50% are average.

    Are all these people lying? No, they just don’t have an accurate assessment of their own abilities.

    It’s the same in the workplace. Using peer feedback will often provide a more accurate assessment of a person’s ability than a self-assessment would.

    13. Encourage Innovation and Don’t Penalize Failure

    When it comes to productivity, encouraging employee input and adopting their ideas can be a great way to boost productivity. Just make sure that any changes you adopt translate into higher productivity.

    Let’s say that someone comes to you requesting an entertainment budget so that they can take potential customers golfing or out to dinner. By utilizing simple productivity metrics, you can easily produce a cost benefit analysis and either expand the program to the rest of the sales team, or terminate it completely.

    Either way, you have gained valuable knowledge and boosted morale by including employees in the decision-making process.

    14. Use an External Evaluator

    Using an external evaluator is the pinnacle of objective evaluations. Firms that provide professional evaluations use highly trained personnel that even specialize in specific industries.

    They will design a complete analysis of your business’ productivity level. In their final report, they will offer suggestions and recommendations on how to improve productivity.

    While the benefits of a professional evaluation are many, their costs make them prohibitive for most businesses.

    Final Thoughts

    These are just a few of the things you can do when learning how to measure productivity. Some may work for your particular situation, and some may not.

    The most important thing to remember when deciding how to track productivity is to choose a method consistent with your goals. Once you’ve decided on that, it’s just a matter of continuously monitoring your progress, making minor adjustments, and analyzing the results of those adjustments.

    The business world is changing fast, and having the right tools to track and monitor your productivity can give you the edge over your competition.

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    Featured photo credit: William Iven via unsplash.com

    Reference

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