The Problem with ‘Authentic Leadership’

When Being Yourself Backfires

Authentic Leadership

Authenticity is one of the most overused and misunderstood buzzwords in leadership. We’re told that the key to great leadership is to "be yourself." No masks, no pretence—just show up as your true, unfiltered self, and everything will fall into place.

Sounds great in theory. In practice? Not so much.

The Dark Side of ‘Authenticity’

Here’s the problem: "being yourself" isn’t always what your team needs. If your "authentic self" is blunt, impatient, or resistant to change, should your team just accept that? If you struggle with delegation or tend to micromanage, does that make you a more effective leader simply because you’re being "real"?

Some leaders use authenticity as an excuse to avoid growth. They defend poor communication, emotional outbursts, or inflexibility by saying, "That’s just who I am." But leadership isn’t about self-indulgence; it’s about impact. If your natural tendencies hinder progress, it’s your responsibility to refine them—not expect others to adjust.

The ‘Authenticity Trap’

Then there’s the other extreme. Some leaders overcompensate by being too open, exposing every doubt, fear, or frustration in an attempt to be transparent. Vulnerability has its place in leadership, but there’s a fine line between honesty and undermining confidence. If your team sees you constantly second-guessing yourself, what message does that send?

Great leaders manage the tension between authenticity and adaptability. They are self-aware enough to recognise when their natural tendencies are helpful—and when they’re harmful.

What Should Leaders Do Instead?

So if blindly "being yourself" isn’t the answer, what is?

1. Know Yourself—But Don’t Stop There

   Self-awareness is step one, but real leadership requires self-regulation. Instead of just embracing your quirks, ask yourself: How does my leadership style impact others? If something about your approach is making collaboration harder, it’s worth adjusting.

2. Balance Transparency with Responsibility

   Share challenges, but don’t make your team carry your insecurities. It’s one thing to admit, "I don’t have all the answers, but here’s what we’re going to try." It’s another to say, "I have no idea what I’m doing—good luck, everyone!"

3. Adapt Without Losing Integrity

   Adapting to different situations doesn’t mean being fake. It means being intentional. You can still be true to your values while evolving your leadership style to meet the needs of your team.

The Bottom Line

Authenticity, on its own, is not a leadership strategy. Being self-aware is valuable. Being self-indulgent is not. Leadership is about balancing who you are with what your team needs.

So next time you hear someone say, "Just be yourself," ask: Which version of myself best serves the people I lead?

What do you think? Have you ever seen "authentic leadership" go wrong? Let’s talk in the comments.