5 Ways to Make Authenticity a Part of Middle-Market Management

Five years ago I started work in a building filled with tiny cubicles and offices, each encasing a single employee who worked away all alone. It stayed like that all day, every day. There were no team meetings and no shared spaces for collaboration. Internal relations were struggling, and it was affecting the entire company — even trickling down to our clients.

But now we are a strong team within an amazing company. We support each other. We laugh together. We collaborate. We improve. We work together for the same goal, and we do it faster and have more fun than ever before. And our bottom line is reflecting that energetic growth.

So what’s the cause of this change? We brought authenticity back into middle market management. Many managers and leaders think they have to know all the answers or try to be someone they’re not, but leaders who get the best results aren’t afraid to be real, even when it comes to weaknesses. This can be a real struggle, but it is worth the effort — for your company’s employees, your clients, and your overall growth. Here are five ways to make authenticity a part of your management style.

1. Show Your Appreciation

Authenticity is about pushing aside any urges to be a big shot and turning your focus to your team. In “How to Win Friends and Influence People,” there is a big emphasis on appreciation. Why? Because it’s a powerful tool. Think about how great it feels to know that your hard work is valued and how that translates into productivity. If you want your team to value you as a manager, start by valuing them as employees. Demonstrate your appreciation in tangible ways to make sure your gratitude is known.

2. Empower Your Employees

One of the biggest management lessons I’ve learned is to empower team members through delegation. Nothing says “I’m confident in your abilities” like trusting someone with a big project. I make time for my employees to give me feedback, and I frequently hear requests for more work. Letting people do what they’re great at not only lightens your load, but it also communicates that you have your own strengths and weaknesses just like everybody else.

You can also delegate decision-making, which is a huge way to show how much you value an employee. Start by bringing simple decisions to a team member and letting her make a choice. Then grow from there as you develop trust in each other.

3. Set the Stage for Conversations

When you need to talk to a team member, show that you value her time. Even though you have the “right” as the boss to do everything on your own terms, that doesn’t mean you should. Respect everyone’s time and obligations. When you walk into an employee’s office, say something like, “Hi Mark, I received an email this afternoon from a customer, and I’d like your advice. Are you in a space to do that right now?” This will empower your employee, make your conversations more effective, and minimize problems in communication.

4. Listen More Than You Talk

This is a simple concept but a rare skill. You can gain so much insight into the true needs of others if you listen well. It’s another way of showing that you value your staff’s experiences and ideas, and it helps you understand your team on a deeper level so that you can move them in the best direction for productivity and results.

5. Be Vulnerable

As the leader, it’s your job to set an example of openness and transparency. You control the tone and culture within your team, so being vulnerable should start with you. Only then will others begin to open up. Don’t be prideful or pretend to know things you don’t. Consult your staff to see who can take a strong lead on a project that you just might not be the right fit for. Let them succeed. It will be contagious.

Authenticity is more than being transparent. It is about seeing other people, including your staff members, as talented individuals who need your support and encouragement to succeed. If you create a team environment that supports each person and values authenticity over acknowledgments, then you’ve built something that management can truly be proud of.

September Dohrmann is the COO of CEO Space International. Her role in the company encompasses rebranding, HR, office management, and finding external solutions for the company. CEO Space believes in cooperation among businesses; they seek to build a community that encourages, educates, and fosters new relationships with like-minded people in a conference setting.