The recent Harvard Business Review article, "When Authentic Leadership Backfires," prompted me to revisit my thinking on this popular leadership model. The article's argument resonates strongly with the central premise of the book I co-authored with, Stacie Monahan , Invested Leadership. In our book, we argue that the modern concept of "authentic leadership" is flawed because it's overly focused on being "true to one's self" and overlooks a critical possibility: a leader can be authentically narcissistic or self-serving. I wholeheartedly agree with the article's author on a key point: feeling authentic is not the same as being perceived as competent and effective by others. Where our perspectives diverge, however, is on the solution. The article advocates for "impression management"—a form of strategic self-regulation. While I understand the intent, I believe this approach risks coming across as inauthentic or even duplicitous, not to mention that it sounds exhausting. It places the burden on a single leader to create a veneer of caring, which is ultimately fragile. Sooner or later, employees see through the act, and a pseudo-culture emerges where the truth eventually comes out. This is why Invested Leadership offers a different path. Rather than asking a leader to manage impressions, we advocate for radical self-awareness. A leader must first identify their own interpersonal strengths and weaknesses—what we call their "potholes". The solution isn't to put on a veneer; it's to build a leadership team that authentically fills those potholes. If a leader isn't naturally empathetic, they should empower a partner or direct report who genuinely excels at connecting with people. The goal is to ensure the team receives authentic care, even if it doesn't all come from one person. In short, while some professional guardrails are obviously necessary (as the author's example about politics illustrates ), I believe the more sustainable and effective solution isn't masking one's self, but rather building a team that authentically complements it. In the age of AI, people will become MORE important, not less. Culture Leadership
Thought Leadership
When Authentic Leadership Backfires, and a Better Fix
Instead of managing impressions, leaders should build self-awareness and a team that authentically fills their gaps.