What It Looks Like:
A leader shows up consistently polished, expressive, “on.” The team applauds—but they mimic, not connect. Over time, no one knows what’s real.
After the Behavior is Integrated:
She softens the polish. Names the pressure. Brings her actual presence. Everyone exhales.
Behavioral Impact:
- Builds authentic engagement: Encourages genuine connections within the team.
- Restores human presence: Brings authenticity back to leadership.
- Dismantles unspoken expectations: Reduces the pressure of perfection in leadership.
Contributing Factors (Unconscious Causes):
- Conditioning to lead through image: A focus on appearances over authenticity.
- Fear of vulnerability: Hesitation to be seen without the “armor” of polish.
- External reward for high energy: Reinforcement of performative behaviors.
Underlying Need:
- To be valued without performance: Recognized for substance, not just image.
- To lead without losing self: Balancing leadership with authenticity.
- To make space for substance: Prioritizing meaningful engagement over appearances.
Common Triggers / Distortions:
- High-visibility meetings: Pressure to perform in front of an audience.
- Emotional exhaustion: Masked as energy or enthusiasm.
- Perfectionist culture: Expectations of flawlessness in leadership.
Remedy & Best Practices:
- Name the temptation to perform: Acknowledge the pressure to be “on.”
- Choose grounded presence: Prioritize authenticity over polish.
- Model authenticity: Lead by example, showing vulnerability as a strength.
Ripple Outcomes (What Changes):
- Culture becomes less performative: Encourages genuine interactions and connections.
- Trust deepens: Presence fosters stronger relationships within the team.
- Others show up more real: Team members feel empowered to bring their authentic selves.
Guiding Insight:
Performance gains applause. Presence gains trust.
