“The pessimist complains about the wind. The optimist expects it to change. The leader adjusts the sails.”
(John Maxwell)
The Walk into the Future blog allows me to cover topics that are near and dear to me. There are times when I highlight my exploits as a running tourist. I transition at times to discuss my Authentic Leadership thoughts and the work I do to expand this leadership style in my consulting work. I dabble in poetry, but leadership and running are my main writing prompts.
Today, we get back into the Authentic Leadership space to highlight how this proactive leadership style impacts changes in the workplace. My current organization is navigating a huge change project as we implement a full Enterprise Resource Planning (ERP) system change from Workday to the Ellucian (Banner) platform. This is a huge lift for the organization and the staff members tasked with making this implementation happen. Please note, Authentic Leadership can help organizations regardless of the changes that need to happen within the work environment.
Change is inevitable in today’s workplace—but meaningful, lasting change is not. I have seen organizations launch new initiatives, restructure teams, and introduce fresh strategies, yet many of these efforts fall short. The missing ingredient often isn’t strategy—it’s leadership. More specifically, it’s Authentic Leadership.
Authentic Leadership has emerged as one of the most powerful drivers of successful organizational change. At the core, it’s about leading with self-awareness, transparency, and a genuine commitment to values. When leaders show up as their true selves, they don’t just manage change, they inspire it.
Let’s do a quick recap of Authentic Leadership:
Authentic Leadership is grounded in four key principles:
- Self-awareness – Understanding your strengths, weaknesses, and impact on others
- Relational transparency – Being open, honest, and real with your team
- Balanced processing – Considering multiple viewpoints before making decisions
- Internalized moral perspective – Leading based on values, not pressure or convenience
This leadership style builds trust—the foundation of any successful change effort.
I bring these principles into my work environment daily and leverage them during our ERP implementation process. The four principles are equally important but relational transparency and balanced processing are the two I’ve put additional emphasis on during our implementation process. There are tough conversations we need to have to adjust old operational processes and adopt industry’s best practices that are foreign to most of our staff members. Balanced processing ensures that we actively listen to all team members before adopting a new standard practice or getting rid of something that has worked for us in the past.
Why do change efforts fail? Great question, Jayla! 😊
Here are a few reasons I’ve found in research and consulting that hamper change efforts:
- Employees resist change when they don’t trust leadership
- Communication is unclear or inconsistent
- Leaders fail to model the behaviors they expect
- Change feels imposed rather than shared
Without putting in the work to build trust and alignment, even the best ideas will fail.
How does Authentic Leadership help implement change?
Authentic leaders build trust through transparency
The concept of change creates uncertainty within the work environment. Authentic Leaders can reduce fear with open communication about the why, what, and how of change. We don’t sugarcoat reality, and don’t disappear during tough moments. I find my team responds in a positive manner when I tell them exactly how things are progressing, good or bad.
My research shows when employees trust their leader, they are far more willing to embrace change—even when it’s uncomfortable.
Authentic leaders create emotional buy-in from the team
People don’t resist change; they resist being changed. Authentic leaders involve all team members in the process. We listen, validate concerns, and make employees feel like partners instead of passengers. This is a simple way to build an emotional connection that transforms resistance into ownership.
Authentic leaders lead by example
Authentic leaders don’t just talk about change—we embody it to help move the organization forward. Authentic leaders model adaptability, accountability, and growth daily. This sets the stage for the team to adopt these behaviors too.
Consistency between words and actions reinforces credibility, which is critical during transitions.
Authentic leaders align change with a purpose-driven approach
Change rarely works for the sake of change. Authentic leaders tie initiatives to a deeper purpose—whether it’s improving service, strengthening culture, or driving long-term impact.
When the team members understand how change connects to something meaningful, their motivation shifts from compliance to commitment.
Authentic leaders build and sustain momentum
Many organizations start strong but lose energy over time. Authentic leaders maintain momentum by celebrating progress, acknowledging challenges, and staying connected to the team. Change is not viewed as a one-time event but an ongoing journey towards success.
This enhances culture transformation within the organization.
When Authentic Leadership is present, change doesn’t just affect processes, it reshapes culture. Direct reports begin to trust the leader, the process and the direction of the organization.
The concept of change is not just about systems, strategies, or structures, it’s about the people who need to enact the change. Change is not just about systems, strategies, or structures, it’s about people. And people respond to leaders they trust.
Fun fact, change becomes possible when leadership is clear and present.
Authentic Leadership is foundational to making positive changes happen in the work environment. Simple concept, huh?
How does your organization ensure successful change management?
Irie!
Calvin Williams
“The only way to make sense out of change is to plunge into it, move with it, and join the dance.”
(Alan Watts)
Walk Into the Future 
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