Leadership Trick or Treat: what masks do you wear?
Most of us who have been adventurous in our careers know that as leaders, it's natural to feel like we're wearing a costume or mask at times. We may unconsciously decide to project a certain image or persona to fit the expectations of a new role.
Dressing and acting the part helps us feel more confident as we navigate an exciting transition. It's important to acknowledge that this self-image evolution is part of the process.
But in the pursuit of confidence and success, leaders often find themselves wearing metaphorical masks that conceal their true selves. These masks serve as shields, providing a sense of security and bravado in the workplace. While they may initially offer a boost in confidence, these shields can ultimately hinder authentic leadership and meaningful connections with others.
One common mask is the "Perfectionist Mask." Leaders who wear this mask strive for flawlessness at all costs. They feel the need to project an image of having everything under control, never showing vulnerability or admitting mistakes. However, behind this facade lies the fear of being perceived as inadequate. I know I’ve done this, especially when I was promoted and felt the pressure to prove myself. It’s exhausting! By embracing authenticity and removing the Perfectionist Mask, leaders can create an environment where employees feel comfortable taking risks, learning from failures, and fostering innovation.
Another mask leaders may wear is the "Expert Mask." Leaders wearing this mask feel compelled to showcase their expertise and knowledge in every situation. They fear being seen as incompetent or lacking authority. While expertise is essential, leaders who feel the need to be the sole source of knowledge may inadvertently stifle collaboration and hinder the growth of their team. It’s also not sustainable because you can’t be everywhere, you’re holding your team back and eroding their confidence, and eventually, you’ll lose team members who want more agency and initiative in their work. A coach can help you figure out the habits and mindsets that are holding you back so you can learn to maintain your confidence while affirming and encouraging other people’s expertise and initiative. By removing the Expert Mask, leaders can open the door to diverse perspectives, encourage teamwork, and create a culture of continuous learning.
The "Superhero Mask" is yet another common mask worn by leaders. Those who wear this mask believe they must always be strong, resilient, and unyielding in the face of challenges. Looking back, I recognize many times when I have slipped on this mask myself. We don’t want to let our team down, and we want them to have confidence in us- understandable, right? But then we rarely show vulnerability or ask for help, fearing it might undermine our credibility. However, by embracing vulnerability and acknowledging our limitations, we can foster a culture of trust, empathy, and support. This one can be tricky because we can’t always wait to feel “safe” before we allow others to see our vulnerability. But finding a way to tap into our inner strength and courage allows us to realize that real safety comes from within, from self-acceptance that will allow us to be resilient- regardless of how others decide to treat us. We will also gain empathy by doing this: real appreciation for the courage it takes others to share vulnerability. Removing the Superhero Mask allows us to connect with our team on a human level and create a safe space for open communication.
It’s completely normal, and even developmentally necessary to try on new “costumes and masks” as leaders- this is a step in our growth as we expand our self-identify. But by recognizing and shedding these masks, leaders can cultivate authenticity and model behaviour that encourages others to do the same. Give others the “treat” of your leadership to promote trust, collaboration, and a sense of belonging, leading to a more inclusive and fulfilling workplace for all.
Here are some practical steps you can take to foster such an environment:
1. Lead by example: Share personal stories that highlight your journey, challenges, and growth. By showing vulnerability, you inspire others to do the same. For instance, you might share how you overcame a professional setback and what you learned from it.
2. Foster open communication: Encourage open dialogue by holding regular team meetings where everyone has a chance to speak up. Create a safe space where employees can express their thoughts and concerns without fear of judgment. For example, you can implement "coffee chats" or "town hall" sessions to enable honest conversations.
3. Embrace diversity and inclusion: Celebrate the diversity of your team by organizing events or initiatives that honour different cultures, traditions, and perspectives. Encourage employees to share their unique experiences and actively listen to their stories.
4. Provide psychological safety: Foster an environment where mistakes are viewed as opportunities for growth. Encourage learning from failures by sharing your own experiences and highlighting how they led to personal and professional development. This doesn’t mean we never challenge each other or disagree. It means we do this with respect.
5. Listen actively: When engaging in conversations with your team, practice active listening. Give your full attention, maintain eye contact, and show genuine interest in what they have to say. Reflect on their viewpoints before responding, and ask follow-up questions to deepen the discussion.
6. Encourage autonomy: Trust your employees to make decisions and take ownership of their work. Allow them the freedom to explore their individuality and bring their unique perspectives to the table. For example, you can delegate assignments and empower individuals to find their solutions.
7. Recognize and appreciate authenticity: Celebrate individuals who display their authentic selves at work. Acknowledge their strengths, achievements, and contributions in a way that aligns with their unique identities. This could include public recognition, personalized notes, or team-wide appreciation events.
8. Provide growth opportunities: Support the personal and professional development of your team members. Offer coaching, mentoring, or training programs that help individuals align their work with their passions and values. Encourage them to pursue projects or roles that resonate with their authentic selves.
Growing comfortable in our own skin takes time and willingness to learn and change. Similarly, building an authentic workplace culture takes ongoing effort. By practicing these suggestions, you'll create an environment where your colleagues feel valued, supported, and inspired to be their authentic selves.
As we evolve as leaders, it's essential to acknowledge the initial inclination to wear masks or costumes to fit certain expectations. Yet, the true power of leadership lies in embracing authenticity, transparency, trust, vulnerability, and empowerment.
By removing the metaphorical masks, we not only inspire our teams but also foster an environment where everyone can thrive and reach their full potential. Let’s embark on the journey of authentic leadership together, and let our true selves shine brightly in the realm of leadership!