Digging Deep Aspiring to Authentic Leadership
After a full week working with a client organisation developing aspiring leaders self awareness using my DISC introductory programme, this picture jumped out at me last night. I considered it to be a perfect validation of my week of work.
Authentic Leadership comes from digging deep within, soliciting feedback and adapting to gain trust and confidence of those we seek to influence. I’ve spent the week working with managers exploring self awareness using the DISC model to help them gain an understanding of self, their peers and their staff.
For those of you reading this thinking DISC what’s that? Either go to my web page or, put simply, it is a profiling tool that demonstrates behaviour and communication. Research has shown that behaviour is grouped into 4 major groups:
Outgoing & Task = D profile
Outgoing & People = I profile
Reserved & People = S profile
Reserved & Task = C profile.
Of course people share these styles to varying degrees of intensity and can be a blend of more than one dominant group.
So what has this got to do with Leadership and becoming Authentic? For me to be an authentic leader we have to start with ourselves. DISC is proven to be 95% accurate; check this out –DISC_Validation_Study_2006, but it’s only as useful in our attempt to be better leaders as we are to dig deep, solicit feedback and to improve our self awareness. Everyone I’ve profiled has been able to connect with and understand their profile. But it is only by taking that learning to the next level – making the connection with your impact on others and their responses to you, will you begin the journey toward Authentic Leadership.
Anyone one will follow someone either because they are their boss, or simply out of curiosity, assessing their ability or quality; but to be a true leader people need to want to follow because they have trust and confidence in you.
Authentic Leaders are:
- Themselves, and able to be true to themselves.
- They know themselves. Through soliciting feedback, engaging in coaching and mentoring, and connecting with unexpected responses when communicating, they know exactly the impact they have on others. They also know when they need to adapt their behaviour to establish rapport.
- They can regulate their behaviour. Through their self awareness, they can manage their behaviour and responses in order to successful deal with situations and issues effectively.
- They have well developed and clear values and beliefs. They know what motivates them and use this understanding to the advantage of themselves and others.
Through their heightened awareness they:
- Engage and are engaging.
- Make those around them feel valued.
- Are trusted. They inspire trust and confidence from others.
Why not join me on Friday 19 June in Durham for an insight into DISC and how it can improve your communication, both in person and written style to connect with others and increase your impact and influence. Let’s unravel the people puzzle together!