Blog How Authentic Leadership B... How Authentic Leadership Builds Trust and Transforms Teams Last updated: February 4, 2025 Darcy Jacobsen SHARE ON Authentic leadership. People-centered leadership. Transformational leadership. The list of terms describing modern leader styles keeps growing, and it can start to feel like buzzword soup. But while these labels may seem interchangeable, each carries its own nuances, and understanding them can help leaders find what resonates most with their style, or what will best help them to guide their teams to success. At Workhuman Live, our speakers often use these special terms to describe the evolving role of leadership. One of the most compelling ideas in this mix is authentic leadership – a leadership style that prioritizes self-awareness, authenticity, and integrity. This is a big focus for Workhuman Live 2025 speaker Mike Robbins, and we’ll unpack some of his research findings here. This article will also talk specifically about what authentic leadership means, why it matters, and how it can help you transform departments into trust-filled teams. Put simply, authentic leadership is a leadership style built on being genuine, self-aware, and ethically grounded. At its core, it means leading with integrity, transparency, and purpose — showing up as your true self without pretense or facades. Authentic leaders prioritize building trust by aligning their actions with their values, fostering open communication, and creating a safe, inclusive environment where teams feel empowered to perform at their best. Unlike leadership styles that rely on authority or charisma, authentic leadership emphasizes connection, empathy, and consistency — qualities that inspire teams to collaborate, innovate, and thrive. The concept, popularized by leadership expert Bill George, is anything but a trend. Research shows that authentic leaders build stronger teams, drive engagement, and foster better collaboration. When leaders are genuine, they create a sense of psychological safety that allows teams to work with confidence and creativity. In work today, where cultures are shifting to prioritize inclusion and connection, authenticity is table stakes. Whether it’s owning up to a mistake or giving credit where it’s due, authentic leadership will set the tone for how teams show up and perform together. What is the difference between traditional and authentic leadership? Leadership isn’t what it used to be – and that’s a good thing. The old-school “command and control” style, where leaders gave orders and expected blind obedience, is giving way to a more human-centered approach. It’s important to understand that authentic leadership flips the script by prioritizing collaboration, trust, and the wellbeing of the team over rigid hierarchy. Traditional leaders often focus on maintaining control, but authentic leaders know the real power lies in empowering others. They’re the ones who ask, “How can I support you?” instead of “Why didn’t this get done?” By investing in the needs of their team, they create what experts call positive psychological capital – a fancy term for things like confidence, optimism, and resilience. An authentic leadership style strikes a balance between inspiring their teams and rolling up their sleeves to build real solutions. They don’t just dream big; they deliver. It’s leadership that connects on a human level while driving results – a blend that’s important in today’s fast-moving, team-focused world. Why authenticity matters The power of authentic leadership and positive forms of leadership and management is clear: leaders who are genuine and transparent are better able to create trust, engagement, and collaboration within their teams. As organizations move toward more inclusive and people-centered approaches, understanding how authenticity drives these outcomes is essential. Building trust and resonating with teams Trust is the cornerstone of any successful team, and authentic leadership’s secret is that it builds it naturally. When leaders are open, transparent, and genuine, they create an environment where employees feel safe to be themselves. Research published in Forbes highlights that authenticity in leadership boosts employee loyalty by making leaders more relatable and approachable. Employees who trust their leaders are more likely to stay engaged and committed to their work. Mike Robbins, one of our Workhuman Live 2025 speakers, is a leading voice on authentic leadership theory and team culture. He emphasizes that trust and belonging are essential for high performance. In his session this May, Robbins will share insights on creating a culture where team members feel appreciated, included, and supported. He explains that psychological safety – the freedom to express ideas without fear of judgment – is a key driver of trust and a catalyst for positive organizational change. Driving organizational success Authentic leadership drives results across the entire organization. By fostering a culture of trust, transparency, and meaningful recognition, authentic leadership has been shown to create a ripple effect that improves engagement, boosts morale, and leads to measurable business success. Our Workhuman-Gallup Report: From Praise to Profits underscores this impact. According to the report, employees who feel meaningfully recognized and authentically appreciated see improvements to several interrelated and compounding business outcomes. Authentic leaders, who naturally embrace transparency and acknowledgment, are uniquely positioned to create these kinds of outcomes. This isn’t only theoretical – it’s actually playing out in real organizations. Companies like Salesforce and Patagonia have thrived by putting authenticity at the core of their leadership models. These businesses don’t just prioritize profits; they build cultures of trust that inspire their teams to go above and beyond. Workhuman Live 2025 Speaker Mike Robbins also highlights the long-term advantages of authentic leadership. He points out that when leaders focus on trust and belonging, it creates a foundation for sustained success – even in challenging times. In Colorado in May, Robbins will share how these principles can help organizations strengthen team dynamics and improve performance, ensuring that authenticity becomes a catalyst for growth and innovation. Encouraging employee engagement and innovation Engaged employees are the lifeblood of innovation, and authentic leadership plays a key role in sparking both. Studies show that authenticity fosters a sense of safety that encourages employees to share ideas, collaborate, and think creatively. When leaders are approachable and transparent, employees feel empowered to step outside their comfort zones, which drives innovation and productivity. According to research published in the International Journal of Environmental Public Health, authentic leadership is linked to higher levels of psychological safety and idea-sharing within teams. By creating an environment where creativity thrives, authentic leaders can unlock hidden potential and help their organizations stay ahead in a competitive landscape. Better communication and collaboration In decentralized and hybrid teams, clear communication is essential – but often difficult to achieve. Authentic leaders excel at breaking down silos and building bridges between teams, creating cohesion even in matrixed organizations. They model transparency and openness, encouraging team members to communicate more effectively with one another. Mike Robbins has underscored the importance of vulnerability in fostering connection and collaboration in his work. In Colorado in May, he’ll explore how leaders can use authenticity to create stronger bonds across teams and enhance cross-functional collaboration. By embracing vulnerability and prioritizing trust, leaders can transform how their teams work together, even in the face of organizational challenges. Resilience during adversity Adversity is inevitable in any organization, but authentic leadership can make the difference between crumbling under pressure and emerging stronger. Authentic leaders build resilience within their teams by modeling calm, ethical decision-making and fostering a culture of trust and support. Recent research highlights that employees who work under authentic leaders demonstrate higher levels of resilience, productivity, and adaptability in challenging times. This connection stems from the psychological safety authentic leaders create. When employees feel supported and valued, they’re more likely to weather difficulties with determination and focus. Robbins’ approach to authentic leadership is especially helpful here, as he emphasizes addressing conflict openly and embracing feedback in ways that empower teams rather than deflate them. These strategies not only help teams overcome adversity but also build lasting bonds that improve overall performance. Authentic leaders who prioritize resilience guide their teams through tough times – and also prepare them to thrive long after the crisis has passed. Enhanced connections among teams Connection is the glue that holds authentic leadership together. Leaders with strong emotional intelligence (EQ) understand how to navigate team dynamics, resolve conflicts, and build relationships that foster trust and collaboration. Authentic leadership amplifies this by encouraging leaders to act with empathy, integrity, and self-awareness. Research has shown that EQ is directly linked to better decision-making, stronger team morale, and improved workplace performance. Mike Robbins, a leading advocate of authentic leadership, Robbins emphasizes that EQ is a cornerstone of creating a high-performance culture. His work demonstrates how leaders who embrace vulnerability, practice empathy, and communicate with transparency can inspire their teams to do the same, leading to more cohesive and productive work environments. By prioritizing this kind of intelligence, authentic leaders also model behaviors that teams are likely to replicate – listening actively, supporting peers, and addressing challenges collaboratively. This ripple effect enhances overall team dynamics and ensures smoother interactions, even in high-pressure situations. Higher employee retention Authentic leadership doesn’t just inspire – it keeps employees around. When leaders are transparent, empathetic, and aligned with their values, they create a sense of purpose that resonates with team members. Employees who feel connected to their leader’s authenticity are more likely to stay engaged and committed to their roles. Research also highlights a clear link between authentic leadership and reduced turnover. Teams led by authentic leaders report higher job satisfaction, a stronger sense of belonging, and a deeper commitment to their organization’s mission. These factors significantly reduce the likelihood of employees seeking opportunities elsewhere. For diverse teams, authentic leadership is especially impactful. By fostering an inclusive environment where every team member feels valued and heard, authentic leaders create the psychological safety that drives loyalty. As Robbins points out, authentic leadership appreciates people for who they are and empowers them to bring their best selves to work – an approach that not only creates safety but also ensures long-term retention. 8 characteristics of authentic leaders What makes an authentic leader? What characterizes authentic leadership? It’s more than self-discipline, charisma, or a good strategy – it’s a combination of traits that inspire trust, foster connection, and empower teams to perform at their best. Here are 8 key characteristics of authentic leadership: 1. Self-Awareness Authentic leaders know themselves inside and out. They recognize their strengths, understand their weaknesses, and stay grounded in their values. This self-awareness allows them to lead with clarity and consistency, earning the trust of their teams. As Mike Robbins emphasizes in his work — and past Workhuman Live speaker Simon Sinek has observed — authenticity starts with knowing your “why” – the core beliefs that guide your actions and decisions. 2. Relational transparency Openness and honesty are hallmarks of authentic leadership. Whether it’s sharing personal stories, acknowledging challenges, or offering clear feedback, relational transparency creates psychological safety. Teams led by transparent leaders feel more comfortable sharing ideas and tackling problems head-on, knowing their input is valued. 3. Integrity Authentic leaders walk the talk on ethical leadership. They lead with a strong moral compass, making decisions that align with their values and the best interests of their team. This consistency builds credibility and long-term loyalty. As highlighted in the Workhuman-Gallup Report, cultures rooted in trust and transparency see improved engagement and reduced burnout – direct results of leadership integrity. 4. Empathy Understanding and connecting with others is a core strength of authentic leaders. Empathy allows them to meet their team members where they are, fostering a sense of belonging. Mike Robbins often emphasizes the power of appreciation and connection, showing how leaders can create inclusive environments where everyone feels seen and valued. 5. Humility Authentic leaders are not afraid to admit mistakes or ask for help. By modeling humility, they show their teams that leadership isn’t about perfection – it’s about growth and collaboration. This vulnerability strengthens bonds within the team and encourages open communication. 6. Emotional intelligence (EQ) Authentic leaders leverage EQ to navigate challenges, resolve conflicts, and maintain a calm, supportive presence under pressure. Robbins notes that this intelligence is essential for creating high-performing, trust-filled cultures. 7. Resilience When adversity strikes, authentic leaders stand firm. They model optimism, perseverance, and problem-solving, helping their teams stay focused and productive. Research has shown that resilience is a key driver of both individual and organizational success, especially in the face of challenges. 8. Focus on inclusion and belonging Inclusion isn’t just a buzzword – it’s a practice. Authentic leaders go out of their way to ensure every voice is heard and every team member feels valued. By fostering a culture of belonging, they unlock the full potential of their diverse teams. 5 practical steps for more effective leadership Becoming an authentic leader is a journey of growth, reflection, and intentional action. Here are five practical steps you can take to lead with authenticity and purpose: 1. Cultivate self-awareness Start by looking inward. What are your core values? How do your actions align with those values? Journaling or seeking feedback from trusted colleagues can provide valuable insights. Self-awareness is the foundation of authenticity – it allows you to lead with confidence and clarity. Take time to reflect on your leadership style by asking yourself questions like: What motivates my decisions? How can my leadership drive positive change? How do I respond under pressure? Do my actions build trust with my team? 2. Align actions with values Authentic leaders lead by example. Once you’ve identified your values, ensure your decisions and behaviors reflect them. Whether it’s prioritizing transparency, acting with integrity, or admitting mistakes, aligning your actions with your beliefs reinforces trust within your team. 3. Lead with your own purpose Authentic leadership thrives on purpose. Define your “why” – the deeper reason behind your leadership. Robbins often speaks about the courage it takes to lead authentically, emphasizing that purpose helps leaders stay grounded even in the face of challenges. When your actions are tied to a larger mission, your team is more likely to feel inspired and connected. 4. Practice courage and vulnerability Fear can be a major obstacle to authentic leadership. Robbins highlights that overcoming fear and embracing vulnerability are critical steps toward building trust. This might mean acknowledging a mistake, asking for help, or engaging in difficult conversations. Vulnerability shows your team that it’s okay to be human, fostering a culture of openness and connection. 5. Commit to continuous growth and leadership development Studies have shown that authentic leadership isn’t about perfection; it’s about progress. Make reflection a regular habit and seek opportunities to improve. Whether it’s attending leadership workshops, reading books on emotional intelligence, or simply listening more, every step forward strengthens your ability to lead authentically. Becoming an authentic leader to build a thriving team Authentic leadership builds trust, fosters collaboration, and creates real, measurable impact. By focusing on emotional intelligence, transparency, and self-awareness, leaders can set the stage for thriving teams and stronger organizations. When leaders embrace authenticity, they inspire connection, belonging, and a shared sense of purpose and moral perspective among their teams. These qualities not only drive engagement and retention but also unlock team performance across the entire organization. If you’re ready to deepen your leadership skills, learn from experts, and explore new ways to lead with purpose, join us at Workhuman Live 2025. Let’s continue the conversation and shape the future of leadership together. About Darcy JacobsenDarcy is a passionate storyteller and champion of workforce transformation, human connection, and recognition-driven culture. As an author on the Workhuman Live Blog, she loves to connect deep research insights with modern workplace dynamics to uncover what really drives engagement, belonging, and happiness at work. With a background in communications and a master’s in medieval history, she brings a unique perspective to her writing, taking deep dives into all topics around organizational psychology and the science of gratitude. Do it live Passionate about the future of HR? Turn ideas into action at the award-winning Workhuman Live conference. Learn more Featured Articles January 21, 2025 From Arianna Huffington to Brené Brown: The Uniquely Fearless Speakers at Workhuman Live What makes a conference unforgettable? Is it the captivating keynotes, the electric atmosphere, or the transformative mo... 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