Values-Driven Leadership: How Self-Awareness and Authenticity Shape Effective Leadership?
Leadership isn’t a title, a promotion, or an achievement—it’s a responsibility to guide, nurture, and empower others. Listening to a recent podcast from the Association for Coaching got me thinking about what it really means to be a good leader. Many people step into leadership roles without formal training, often due to their technical expertise rather than their people skills. And yet, as I reflect on my own journey, I’ve realised just how critical self-awareness, authenticity, and values alignment are in leading effectively and ethically.
The Challenge of "Expertise-Based" Promotions
One of the biggest challenges in modern organisations is that promotions are often based on expertise rather than leadership skills. Talented individuals are recognised for their technical abilities, rewarded with promotions, and suddenly find themselves responsible for people and teams without any real training in how to manage others.
In my own career, I received my first formal leadership training only after reaching a senior level, despite being in management for some time. Most of what I learned came from observing my own managers. Some were inspiring role models, while others taught me exactly how not to manage people. But I wonder—what happens to those whose only experience is with ineffective managers? Do they continue the cycle of poor management simply because they don’t know anything else?
Effective leadership requires more than technical skill. Organisations need to invest in preparing individuals for people management roles, ensuring they lead in ways that align with values and create positive team environments.
The Impact of Values-Driven Leadership on Teams
Without a clear set of guiding principles, leaders often lack a cohesive management style, leading to inconsistent, sometimes toxic team cultures. I believe values-driven leadership can change that. When managers approach leadership from a place of authenticity and self-awareness, they create environments that encourage growth, trust, and open communication.
In my experience, self-awareness in leadership is critical—not only does it help us stay true to our values, but it also reminds us to treat team members as we would like to be treated. Toxic workplaces thrive on power imbalances and can leave employees feeling unappreciated and unable to speak up. For those working in such environments, the only choice often seems to be to leave, taking their talents elsewhere without the opportunity to offer feedback that might help improve the situation for others.
As leaders, we should strive to create environments where people feel valued, heard, and empowered. Living in alignment with our values and treating people with respect isn’t just good for teams—it’s good for the organisation as a whole.
Breaking the Cycle of Poor Leadership
The cycle of ineffective leadership can be hard to break. When feedback from exit interviews is ignored, the result is often that leaders continue to operate in ways that are misaligned with the needs of their teams. Worse yet, employees who feel unable to speak up risk facing serious mental health challenges or self-doubt that extends beyond the workplace.
It’s not about "calling out" bad managers but about supporting them to grow and develop the skills necessary to lead effectively. Every manager, after all, starts somewhere—leadership isn’t innate but learned. Even the best managers benefit from ongoing support, mentorship, and opportunities for personal growth.
Rather than ignoring exit feedback, organisations should encourage open dialogue and support for managers to grow. This creates a culture of continuous improvement that benefits everyone.
Balancing Corporate and People Responsibilities
In any leadership role, there’s a delicate balance between meeting corporate responsibilities and supporting people. For managers, this means navigating both performance expectations and fostering a culture of well-being. Achieving this balance is much easier in a supportive environment where leaders at every level are encouraged to lead in alignment with their values.
Working in alignment with values doesn’t mean "being liked" or "making everyone happy." Instead, it means being consistent, fair, and creating a supportive environment that enables everyone to thrive. Setting clear boundaries, establishing trust, and encouraging open communication are foundational to healthy team dynamics and effective performance.
Effective leaders understand that balancing corporate and people needs requires boundaries and consistent values. Leaders who model this approach set the tone for healthy, supportive workplaces.
Coaching and Support: Developing Tomorrow’s Leaders
Many people I’ve spoken to feel unappreciated, mismanaged, or powerless to affect positive change. Yet, for current and aspiring leaders, support is available. Coaching in alignment with values can help leaders discover their authentic leadership style, develop self-awareness, and learn how to build strong, trusting relationships with their teams.
If you find yourself struggling to align with your values in your leadership role, or if you’re aspiring to become a better manager, coaching can offer the guidance you need to stay on track, no matter what challenges arise.
Embracing values-driven coaching offers current and future leaders the tools to cultivate workplaces where everyone can thrive. It’s time to change the cycle of ineffective management and support the next generation of leaders to build workplaces that reflect true integrity, compassion, and respect.
The journey to effective leadership is an ongoing one. It requires self-reflection, commitment to values, and the willingness to grow. Whether you’re new to leadership or have been managing teams for years, consider if your actions align with your values and if you’re creating an environment you’d want to work in yourself. Because, ultimately, the best leaders are those who prioritise integrity and lead with purpose.
If you feel like you need to develop your self awareness and want to create great relationships with people around you but are struggling to do this, then coaching may be the answer.
Contact me and I can see how I can help.