Early in my career, I walked into a meeting in London where I was joining a project team made up of people from four different cultures. I remember all the doubts and insecurities flashing through my mind. Even though I knew that being my authentic self was the only way to be effective, I had some doubts.
- Will I understand how to communicate across cultures?
- How do I present information to these scholars?
- Will my personal, informal style diminish their appreciation of my presentation?
If you’ve ever been there, you know the feeling. Despite all the prep, self-doubt creeps in. For me, I realized my only real option was to show up as myself. Anything else would undercut what I brought to the table. Although I was uncomfortable, I plowed ahead.
Research, along with my life experience, has validated that people respond most effectively to authenticity in the workplace. The data shows that authentic leadership is the single most important characteristic of a global leader. Even if the behavior is somewhat different from their cultural expectations, people recognize and respect authenticity.
Authenticity becomes even more vital in global settings. Employees and colleagues from different cultures are constantly scanning for signals: “Can I trust this person? Do they mean what they say?” A leader who has a Global Mindset, is aware of their own cultural preferences as well as others', and stays anchored in their core values, yet is still flexible enough to learn and adapt, is far more effective than someone who is performative. People follow authenticity. It empowers others to bring their full potential and contribute fully.
As we’ve said again and again, authentic behavior doesn’t mean being inflexible. In fact, it underscores how important it is to flex your leadership style, especially in intercultural situations.
Rather, it means aligning your words and actions with deeply held values and having the courage to lead with integrity even when it’s hard. That kind of leadership travels well across borders. It transcends hierarchy, language, and customs. And, in global organizations, it may be the single most important factor in creating a culture of inclusion and trust.
Four Key Attributes
The following characteristics are underpinnings of an authentic individual. Each one plays a vital role in building trust, credibility and meaningful connection, which is especially important in a global, collaborative environment.
Self-Awareness
Self-awareness means understanding your own strengths, limitations, emotions, and behavioral tendencies. Authentic individuals are grounded in a clear sense of who they are, what they stand for, what drives them, and where they need growth or support. This awareness allows them to stay congruent with their values even under pressure. It also includes recognizing how their words and actions affect others.
Leaders with high self-awareness are more likely to pause, reflect, and adjust, rather than react impulsively, which means they understand their own strengths and weaknesses. Individuals are aware of their own values and how their behavior impacts others.
Internal Moral Compass
An internal moral compass means operating from a consistent, deeply held set of values, even when it’s inconvenient or unpopular. Authentic individuals don’t simply follow rules, they are guided by principles. The sense of right and wrong builds reliability and ethical clarity in their decision-making. When challenges arise or difficult trade-offs must be made, they rely on their core values to navigate through ambiguity. Others trust them because their actions are predictable and genuine, and rooted in integrity rather than expediency.
Transparency
Transparency means being open and honest about who you are, what you believe, and what you’re trying to achieve. Authentic people don’t hide behind a professional façade. They communicate their intentions clearly and are comfortable admitting what they don’t know. This openness fosters psychological safety and encourages reciprocal honesty from others. Transparency is about being consistent and truthful in a way that builds trust. In team environments, it ensures alignment, reduces misinterpretation, and creates space for mutual respect.
Humility
Builds psychological safety. It invites collaboration, encourages diverse input, and strengthens team trust.
After 35 years of teaching and being a global leader, I can't stress enough how important these factors of authenticity are to success. A great global leader facilitates the people they lead to be the best version of themselves, and after all isn't that the goal of leadership?
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