Welcome to the Executives After Hour Vlog. This is where you go to get your Authentic Leadership fix.

 

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Authentic Leadership Model and Formula
13:04

Authentic Leadership Model and Formula

Today on the video I share with you the crux of The Crucible's Gift: 5 Lessons from Authentic Leaders Who Thrive in Adversity. In this episode, I break down the Authentic Leadership Model (ALM) and the Authentic Leadership Formula. These are the cornerstones of the book. At first, I discuss the role that the crucible plays in developing a leaders self-awareness. That is only the start, as once we embrace the crucible moment, we are able to deepen and strengthen our self-awareness leading to a more compassionate behavior. Once a leader begins to act more compassionately they are able to create and support a compassionate culture. Going back to the crucible, it becomes the catalyst for developing integrity and relatableness (or valuing relationships). It is when a leader decides that having the honest, transparent conversation is more important than telling half-truths. Often we minimize the full brunt of feedback because we fear the impact on the other person. However, in reality, if you are providing feedback in a healthy manner, you are doing the other person a favor in the long-run. Not saying it is easy. Relatableness is a philosophy that leaders embrace. This philosophy is a defining characteristic of an Authentic Leader. It is the ability to create micro-moments of meaning that had a significant impact on the culture of an organization. Finally, what brought the whole model together was the idea that a leader held a learning mindset. It is only when a leader embraces learning that they are able to strengthen their compassion, live with more integrity, cherish relationships and deepen their self-awareness. You can get The Crucible's Gift at: https://amzn.to/2IVWoNZ
Authentic Leadership's Impact on the Individual and the Group.
11:46

Authentic Leadership's Impact on the Individual and the Group.

On today's VBlog, I share with you a study done by Dr. Carol Gill and Dr. Arran Caza titled, "An Investigation of Authentic Leadership's Individual and Group Influence on Follower Responses.", published in the Journal of Management (2018). Before I get to the study I want to remind you about my book (I am sure you have forgotten)The Crucible's Gift on Amazon https://amzn.to/2w1IswH Also, I mention a second book titled, "Conversations Worth Having" by Dr. Jackie Stavros and Dr. Cheri Torres. https://amzn.to/2KnSk6g Back to the research. I had high hopes for this study because of my curiosity of the larger impact that an Authentic Leader has on an organization. What I was hoping to see was the overall cultural impact of an Authentic Leader at the individual level and group level. What I got was a bit different, or at least what I understood was a bit different. In the end, this research aimed to answer two overarching questions: 1) What is the follower response to an Authentic Leader across a) identification of leader, 2) trustworthiness of a leader, 3) positive state of a leader, and 4) positive social exchange with the leader? 2) Is there an additive impact on the follower A-to-follower B relationship based on the influence of the AL on follower A across the four factors above? I will not get into the methodological challenges of the researchers, but I will say I was less than impressed. Go ahead and watch the video to get the full scoop. www.drjameskelley.com
Vlog: Authentic Leadership & Job Satisfaction
08:29

Vlog: Authentic Leadership & Job Satisfaction

In today's Vlog I talk about the Authentic leader-follower role in job satisfaction. This discussion comes from the Australia Journal of Managment and is titled: Congruence of leader self-perception and follower perceptions of authentic leadership: Understanding what authentic leadership is & how it enhances employees' job satisfaction, by Matej Černa and colleagues from the University of Ljubljana. Here are the two big questions. 1. When a follower perceives a leader as authentic, does their job satisfaction increase? and 2., Does job satisfaction increase when the leader perceives themselves as authentic at the same time as a follower perceives the leader as authentic. Essentially, dual perceived authenticity. To answer this Černa and colleagues investigated 24 executives and 171 of their followers. Using several statistical methods they found that when followers perceive the leader as authentic their job satisfaction increases. What is interesting, is that they also measured whether a leaders perception of their authenticity had an impact on job satisfaction. The result is a big fat no. This makes sense because being authentic is an intrinsically motivated state. The second question is also equally as interesting. What they found is that when both the leader and follower shared perceptions of authentic leadership (leader self-perception and follower leader perception) job satisfaction increased to an even high level. This is attributed to the outcomes or actions of an authentic leader. What I mean by this is that when a leader embraces their authenticity, they facilitate meaningful interactions with their followers (sounds a little culty) that revolve around trust, relationships and dual processing (looking at both sides of an issue). So, some food for thought. Be on the lookout for this as a blog. Next week, the impact of authentic leadership on not only the follower but the group.
Vlog: Compassion at Work