If you are the kind of person who needs to read an article on how to be authentic, is the very act of reading such an article in and of itself inauthentic? The topic of authenticity is likely often discussed in counseling sessions but rarely discussed related to the workplace. We live in an era where social media has perpetuated the need to showcase an idyllic life, in a time where a news story breaks every few minutes that erodes the reputation of highly powerful individuals we once trusted, and in a day and age where old friends want to reconnect ultimately to try to get you in their downline of their newest MLM.
It is fair to say that most people have a heightened sense of skepticism right? It is also fair to say that in the face of that skepticism, most people crave an era of authenticity more than ever before. This also applies to the workplace too! Many articles have been written about the importance of the boss-employee relationship and how the lack of a quality relationship is one of the largest factors to turnover within an organization.
Most people around us can sniff out inauthentic behavior just as well as “dogs and bees can smell fear” (to quote Jonathan Lipnicki’s character in Jerry Maguire, of course).
So how can we become more authentic? It is our experience that common sense is rarely common practice. Knowing and doing are not necessarily the same, it is doing that makes the difference.
Change Your Intent
To learn how to be authentic treats authenticity as something we have instead of something we are. As complicated as that sounds, it is actually quite simple. In the perceived nature of human interaction, there is an element of intent that cannot be dismissed. As a leader, having an employee’s best interest at heart is not something that should be overlooked. If you think about it, the phrase “constructive criticism” is an oxymoron. Coaching is an opportunity to contribute to another person’s development. It is a two-way partnership where both parties share knowledge and experiences in order to maximize the person’s potential and help them achieve their goals. Instead of considering criticism as something negative, consider this context:
“As your leader, I am fully committed to your performance and to your success. My intent behind sharing feedback with you is to provide information about your performance that I believe will have a profoundly positive impact on your ability to succeed.”
Thus, constructive criticism is ACTUALLY constructive feedback. Feedback about a performance deficiency does not have to be any less positive than reinforcing proficient capabilities. To a certain extent, Zig Zigler’s famous quote that “you will get all you want in life if you help enough other people get what they want,” is commonly mistaken. If the reason you want something from others is that it will benefit you, that is inauthentic behavior that few will trust. If your intent is to genuinely serve those around you, you have begun to create an era of authenticity.
The Law of Attraction
Part of the importance of authenticity in the workplace is to serve the relationships of the existing team. Something else to consider is how genuine interactions can influence the interviewing process. Reflect upon some of the most authentic personal connections that stand out in your life. That handful likely stands out as being extraordinary! You feel moved by authentic people, and you feel attracted to them. Similarly, you feel attractive when you are being authentic, and when you connect with someone who is authentically engaging. When you really connect during an interview with a candidate, what you are really saying is that you encountered a rare moment of mutual authenticity.
In an interview, genuine connections can be tough. As recruiters, we certainly understand three of the core functions of an interview are:
- To assess if a candidate has the core capabilities to perform in the role
- Figure out if you will enjoy working with them
- If they are genuinely excited about the opportunity.
However, if everyone has their game faces on, trying to deliver the answers the other party wants to hear, how do you balance selling with a true connection? Remember, whether obvious or not, people sniff out inauthentic behavior. Use the interview to screen one another for mutual authenticity. Let’s go back to the importance of intent, help a candidate understand how as their leader, you have the ability to help them uncover who they have yet to become. Even having an open discussion about mistakes and failures can be uncomfortably refreshing. Ultimately, those are only things that one did, they are not who one is or who one can be.
There are two most common scenarios in which colleagues pick up on inauthentic conversations. The first is the small talk. Awkward small talk happens when you are grasping for something to say in order to avoid silence. This does not mean that you need to ask deeply meaningful questions while collectively waiting for the elevator, but it is worth evaluating the types of discussions you engage in during those encounters. The second is in more formal settings such as important meetings or professional reviews. corporate jargon is often used in order to either avoid conflict or come across as in control. Instead, work on asking purposeful questions and perfecting your active listening skills. Deliver a professional recommendation that better represents who you are and what you believe. If you truly believe in what you say and the intent behind why you are saying it, others will as well.
Today, decide to stop being inauthentic. Catch yourself when you make a false compliment and try instead to offer up a genuine one. Recognize when you offer up a canned, knee-jerk response to a question and try to express an answer more firmly rooted in reality. Remove the hollow statements, the feigned interest, and the formulaic answers and your company will be well on its way.
With over 90 years of Logistics experience, Top Talent is a recognized leader in Talent Acquisition for Logistics, Transportation, and Supply Chain., Let us put our team to work for you. To learn more about successful strategies for getting those impact players and game-changers on your team, reach out to us today.
– Michael Monson
President and CEO