1. Sense of purpose

Authentic leaders rely on purpose and vision to achieve long-term goals. They’re not easily distracted or deterred from guiding the team toward those goals, even if the path seems difficult. They can look at the big picture and figure out how to get there without letting the little things get in the way. Authentic leaders are also able to express that vision to their employees clearly to unite everyone around a common goal or purpose.

2. Self-discipline

Strong self-discipline goes along with purpose and vision. The discipline to stay the course and fulfill those purposes is a key part of an authentic leader’s personality. Self-discipline also creates consistency for the team, which allows employees to know what to expect.

3. Strong values

An authentic leader knows who they are and is comfortable and confident in that. They have a strong set of core values that guide what they do. Authentic leaders aren’t willing to compromise on those values to get ahead, land a deal or make someone like them. They also hold their employees to those same standards. For example, an authentic leader will expect employees to act with integrity in all situations if that’s a core value.

4. Compassion and heart

Many authentic leadership examples focus on compassion and empathy since people in this category tend to lead with the heart. They’re aware of the needs of their team and don’t shy away from supporting them. For example, if a team member is overworked and stressed due to a large project, an authentic leader might check in frequently and find ways to support the employee. They’re also not afraid to show their own heart and passion.

5. Self-awareness

Some leaders keep pushing forward without examining themselves. Authentic leaders have a strong sense of self-awareness. Reflecting on their actions and leadership moves helps them hone their decision-making skills for future situations. Self-awareness also allows an authentic leader to evaluate their strengths and weaknesses to maximize their efforts. For example, an authentic leader might use their understanding of their weaknesses to decide how to delegate tasks that someone else can do better.

6. People-centered connections

Authentic leaders thrive on building connections with people. They value what others have to offer and want to help them succeed. They’re often seen as mentors because of their authentic style, and they understand that a big part of effective communication is active listening. They interact with people genuinely and strive to get to know them.

7. Focus on improvement

When someone is an authentic leader, they’re committed to working on improving themselves. They’re already very aware of who they are and are confident in their authenticity. But that doesn’t mean they’re where they want to be. They learn from their mentors and continue improving in all areas. They use their self-awareness to identify mistakes and grow to prevent those mistakes from happening again. Since they’re very focused and goal-oriented, they typically set personal development goals that help them improve.

8. Transparency

Authenticity is based on being open and honest, so transparency is a key characteristic of an authentic leader. Some leaders are secretive or feel that their subordinates shouldn’t have knowledge of the inner workings of the company. Authentic leaders understand that transparency supports trust, which allows employees to feel safe and confident. It also encourages employees to be transparent with you. This allows them to come to you with issues or concerns.

9. Shared success

Authentic leaders celebrate success as a team. They don’t take credit for the things their team did. They share the spotlight when the team has a successful project, and they ensure individual contributors get the credit for their work. This creates a stronger sense of team cohesion and shows employees that their leader recognizes their hard work, which can motivate them to continue reaching those levels.

10. Open to other viewpoints

An authentic leader is aware their way isn’t the only option. They’re open to different viewpoints and often celebrate the chance to hear other options. They listen to other viewpoints thoughtfully instead of arguing with everything the person says. This can help create a collaborative work environment where employees feel comfortable taking risks and sharing their creative ideas.