Contributed by Leslie Williams, Author of Leading With Grit And Grace: Smart Power for Women Leaders
Authenticity at work: oxymoron? Pipe dream? Many of us long to be more honest and true to ourselves at work. Yet in most organizations, authenticity is a risky proposition.
Here’s a quick exercise that illustrates why that might be so. Identify a current work situation that you think is being badly handled but that you haven’t confronted. If you had a free pass to react authentically – with no threat of repercussion – what would you do or say? Now… if you actually did or said that, what do you think would happen? For many of us, that much honesty could constitute career suicide.
This is the double bind of authenticity. We want more of it, but we fear the vulnerability it can create. So we resign ourselves to the belief that authenticity is only possible in ‘enlightened’ organizations – which is certainly not where WE work.
The problem with authenticity lies in how we define it. Many people equate being authentic with being emotionally transparent. Defined thus, the authentic move in response to anger might be to give someone a piece of your mind. In a conflict, it might be to tell someone that they’re being selfish and short-sighted. This kind of honesty has its place; it can clear the air and let people know where you stand. But it can also backfire: escalating conflict, eroding trust and damaging reputations. You’re smart to be wary of that.