Building Authenticity in Your Leadership Development Programs

Training and development professionals often ask their leadership trainees to become more authentic or to display authentic leadership as part of a leadership development program. At its core, authentic leadership is about being genuine. It means leading with honesty, integrity, and self-awareness. It’s not about being perfect, but about being real.

Authentic leaders understand their own values and work toward enacting those values. They are transparent in their communication, open to feedback, and consistent in their actions. Rather than putting on a leadership “mask,” they build trust by showing up as their true selves.

This kind of leadership fosters psychological safety and connection. Teams led by authentic leaders tend to be more engaged, collaborative, and resilient—because people feel seen, heard, and respected. I’ve talked about the importance of psychological safety in previous blog posts.

Authentic leadership doesn’t just benefit the team—it also helps leaders themselves. When you’re not trying to maintain a facade, leadership becomes more sustainable and meaningful.

How Leaders Can Develop Authentic Leadership

Authenticity isn’t something you’re born with, you must build it. In our leadership development programs at Talent Metrics Consulting, we focus on helping leaders build their leadership identity. Here are some practical ways leaders can develop greater authenticity.

1. Self-Reflection. Leaders should take time to understand their values, motivations, and leadership style. Leadership development programs can include activities like journaling, coaching, or mindfulness practices to help learners uncover what truly matters to them.

2. Clear Feedback. Trainees should invite feedback from colleagues, mentors, and team members. Learning how others perceive them can illuminate blind spots and help them align their actions with their intentions.

3. Practice Vulnerability. Trainees can learn to share their challenges and admit when they don’t have all the answers. Vulnerability creates space for trust and human connection.

4. Lead With Purpose. Trainees should practice connecting their day-to-day decisions to a broader purpose. When their actions are guided by meaning, people can sense it—and they’re more likely to follow.

5. Model Integrity. Trainees should learn to be consistent in words and actions. They can learn to make decisions based on values, even when it’s difficult. Integrity is the foundation of authentic leadership.

How Authentic Leaders Can Communicate More Effectively

One of the most visible expressions of authentic leadership is how leaders communicate. To build trust and inspire action, authentic leaders focus on clear, open, and values-based communication. Here’s how they do it:

1. Be Transparent. Share information openly, including both successes and setbacks. People respect leaders who are honest about what’s working as well as what isn’t.

2. Listen First. Authentic communication is a two-way street. Practice active listening by creating space for dialogue, inviting input, and genuinely considering others’ perspectives.

3. Align Words With Actions. When your communication matches your behavior, people believe in you. Inconsistent messaging erodes trust, while consistency builds credibility.

4. Use Stories to Connect. Share personal stories that highlight your values, challenges, and growth. Stories humanize leaders and make their messages more relatable and memorable.

5. Adapt Without Losing Integrity. Tailor your message for different audiences, but always stay grounded in your values. Authentic leaders can flex their style without compromising who they are.

Effective communication is where authenticity comes to life. When leaders speak with clarity, honesty, and empathy, they don’t just inform—they inspire.

Zohran Mamdani: An Example of Authentic Leadership

No matter what side of the political aisle you fall on, we can all agree that Zohran Mamdani, the presumptive Democratic nominee for NYC Mayor, has captured the leadership zeitgeist. He displays an effective approach to authentic leadership communication that you can use in your training programs. Mamdani provides some great examples of authentic leadership. His profile in NY Magazine indicates his authenticity by focusing on his love of New York City street food.

Mamdani connects this authenticity to his policy positions in his social media posts. Here’s one about street food that illustrates his policy positions. He connects a common experience of New Yorkers, (paying for Halal cart food) and connects it to his core ideas and platforms.

We talk about authentic leaders being transparent. In this video, Mamdani highlights and explains that he no longer needs additional donations. In another video, Mamdani, along with Hasan Piker, explains the concept of rank-choice voting.

Mamdani never shies away from being himself, whether that’s being a New Yorker or his cultural heritage. One of his most popular videos is just a happy Eid Al-Adha announcement done in a South Asian style. This even extends to a video where he visits Knicks fans as they celebrate a Knicks victory, or when he’s seen riding the subway. Mamdani does his best to connect to the real-life experiences of his constituents and communicates his involvement clearly, including doing the polar plunge. Mamdani is also an expert storyteller, relaying his authentic experiences and background, as in this video where he talks about his Ugandan heritage and his father’s activism. You can provide your trainees with a strong example of listening skills, such as in this clip where Mamdani talks about the issues facing his constituents. It’s clear that he’s listening and validating their concerns as well as providing them with his genuine attention and concern. These are all ways that Mamdani activates his identity and connects with his audience. Leaders can mimic many of these efforts.

As you consider ways to help your leaders become more authentic, consider the example of Zohran Mamdani. Help leaders find their authentic selves in your leadership development programs and connect those authentic selves to the organizational culture they wish to create.

If your organization is trying to create more authentic leaders, then make sure to include strong examples of leaders exhibiting authenticity. Use those examples to help leaders build their own authentic identity that’s relevant to organizational goals and the necessary leader competencies. Find examples that resonate, and your trainees can become authentic by following authentic examples.

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