Do you see the same disturbing trend that I do? In modern leadership circles, the idea of “authenticity” has gained traction as a hallmark of effective leadership. Leaders as their authentic-self are encouraged to “be themselves,” show vulnerability, and express their emotions openly. However, while authenticity may sound appealing in theory, the reality is that what teams, organizations, and stakeholders truly want/need from their leaders is not authenticity but consistency. After all… Who wants to see their leader cry?
KEY TAKEAWAYS
- Consistency in Leadership Drives Stability: Leaders who show up consistently, regardless of personal feelings, provide the stability that teams and organizations rely on, especially in high-pressure environments.
- Authenticity Can Undermine Professionalism: While authenticity is often promoted, prioritizing it over consistency can lead to unpredictability, confusing teams and lowering morale.
- Consistency Builds Trust More Than Authenticity: Employees are more likely to trust leaders who demonstrate reliable, predictable behavior rather than leaders who act based on fluctuating emotional states.
- High-Stakes Roles Demand Consistency: In leadership roles where decisions have wide-reaching impacts, a consistent approach is critical for alignment with organizational goals.
- Leadership Success Lies in Predictability: The best leaders are those who maintain a steady course, focusing on long-term objectives rather than allowing short-term emotions to dictate actions.
Authenticity vs. Consistency: A Critical Distinction
The problem with prioritizing authenticity in leadership is that it often implies acting based on one’s emotional state or personal feelings in any given moment. If a leader is having a bad day, should they really “be themselves” and express frustration or uncertainty? If they’re feeling overconfident, should they authentically charge ahead without fully considering the risks? In practice, this approach can create instability within teams, leading to confusion and unpredictability.
In contrast, consistent leaders set a stable and reliable standard, regardless of their personal emotions or external pressures. They show up with the same commitment to quality, responsibility, and fairness every day. Consistency ensures that the organization can rely on its leadership, knowing that decisions will be made based on sound reasoning and aligned with long-term goals—not a passing emotional state.
The Dangers of Over-Emphasizing Authenticity
Advocates for authenticity argue that it builds trust, fosters openness, and encourages vulnerability in the workplace. While those are worthy aims, there’s a fine line between showing vulnerability and allowing emotional inconsistency to disrupt professional environments. When leaders overemphasize authenticity, they run the risk of sharing too much of their personal struggles, leading to uncertainty among employees.
For instance, if a CFO or CEO were to authentically express doubt or frustration about an upcoming financial forecast, it could have ripple effects that undermine team morale. Authenticity in this context isn’t helpful—consistency is. The team doesn’t need to hear every doubt their leader has; they need to know that their leader can navigate the challenges while maintaining a steady course.
Why Consistency Wins in High-Stakes Leadership
Leaders are most effective when they exhibit predictable behavior rooted in values, processes, and long-term thinking. Imagine a company where leadership decisions fluctuate based on personal feelings of the day—one moment confident, the next overly cautious, one day empathetic, the next day detached. This lack of consistency can confuse teams, undermine strategies, and ultimately lead to dysfunction.
In high-stakes leadership positions, such as a CEO, CFO, or head of a division, inconsistency is costly. The focus should be on building systems and making decisions that align with the company’s vision, regardless of short-term feelings. Consider the healthcare industry, where patients rely on doctors to consistently perform at their best—no one asks a surgeon to be “authentic” if they’re tired or distracted. Patients expect consistency, professionalism, and excellence in every procedure.
Consistency Builds Trust—NOT Authenticity!
Contrary to the popular belief that authenticity builds trust, it’s actually consistency that fosters the deepest trust in professional settings. A consistent leader provides a dependable environment in which teams know what to expect. Employees can trust a leader who is reliable and steady, not one who shares their emotional state without filter.
By staying true to the organization’s mission and consistently showing up in the same dependable way, leaders create the foundation for long-term success. Authenticity may be appealing in certain moments, but consistency is what drives results and builds the enduring trust necessary for organizational cohesion.
The Verdict: Consistency Over Authenticity
Ultimately, while there is a place for authenticity in human relationships, when it comes to leadership, consistency is king. The best leaders aren’t the ones who wear their emotions on their sleeves or constantly change course based on how they feel. The best leaders are the ones who provide a steady hand, offering clarity and predictability in an unpredictable world. Leadership isn’t about being authentic in every moment—it’s about being consistent in every moment that matters.
Sam Palazzolo, Principal Officer @ The Javelin Institute
