How To Measure Authentic Leadership Effectiveness

This article helps you build a better leadership presence and become a more authentic leader.

A woman leading a team - Training Magazine

Executive leadership training begins with your mission and vision. Self-leadership is built upon the premise that you lay a solid foundation filled with the necessary tools to help you make the foundation for personal excellence. This article enables you to build a better leadership presence and Authentic Leadership. To do this, apply the leadership competency of Authenticity:

When being an authentic leader or manager, it would help to consider the difference and how you would lead more effectively. A healthy, positive relationship with your followers is key to success. Knowing if you are being authentic when dealing and communicating with them will improve your effectiveness when influencing behavior.

Authentic leadership and management are not a dichotomy. Some leaders will sometimes be closer to five instead of being on an extreme one or ten. Let us review and score each dimension:

Authentic Leadership vs. Authentic Management

1 Doing things For Stakeholders Scale


Doing things for the least among us


Coaching people from the lower levels of the firm 1……5……10 Evaluating People for their best


Taking a proactive approach to mentorship 1……5……10 Taking a reactive approach to problems in society


Having a long-term perspective with resilience 1……5……10 Having a short-term perspective to control problems
5 Enhancing trust remotely 1……5……10 Directing subordinates by giving them a voice
6 Innovating to save time 1……5……10 Performing functions once correctly


Focusing on minoritized individuals and helping them succeed 1……5……10 Focusing on a diversified structure of optimization
8 Challenging norms to reduce stereotyping 1……5……10 Maintaining the status to secure jobs

Evaluating scores

Scoring a five on doing things for stakeholders or doing something for the least among us would be a high score. Focusing on stakeholders covers the least among us but that we must reach out to the least among us in charitable and promotable ways is very important.

Scoring five on the second dimension, coaching people from the lower levels of the firm, and evaluating people for their best potential would be a high score. Leaders need to be both a coach to followers and continuously evaluate them to help them reach their best potential.

Dimension three is an essential viewpoint of authentic leadership. Leaders need to be proactive in mentoring followers and take a proactive approach to societal problems. Thus scoring closer to one on this dimension is the most appropriate score.

Dimension four is another vital viewpoint for leaders to consider. A solid four to six would be a good score because having a long-term perspective with resilience is very important, but planning for the short term to control problems is also important. This is a strategic dimension with short- and long-term planning.

Dimension five is an exciting perspective as leaders are more engaged in electronic leadership. A solid score of four would suffice because leaders want to be able to enhance trust remotely to keep subordinates satisfied while giving them a voice. The controlling part is less appealing, but there is some control in developing the electronic leadership presence.

Dimension six is a split decision with a score of five because innovating to save time and performing functions “once” correctly is essential for authentic leaders and managers. This is the Total Quality Management perspective.

Dimension seven is essential today as leaders must initiate and manage diversity well. A score of five is best as leaders help minoritized individuals succeed coupled with a diversified structure or optimization.

Dimension eight is a trickier one. Challenging norms to reduce stereotyping is very important, and securing jobs is also in demand right now and will continue to be. The more challenging question is maintaining the status quo. While this may appear appropriate, it falls short of authentic leadership. Therefore, a score of three or four is the most appropriate for this final dimension.

The Post-Pandemic has raised the fact that followers are facing an unprecedented time with the Covid-19 pandemic. Thus, being a great authentic leader is most appropriate. Given that so many more things can be considered as a dimension, this article opens up a rich discussion that is necessary for recovery and fortitude moving forward.

Mostafa Sayyadi, CAHRI, AFAIM, CPMgr, works with senior business leaders to effectively develop innovation in organizations, and helps companies—from start-ups to the Fortune 100—succeed by improving the effectiveness of their leaders. He is a business book author and long-time contributor to and Consulting Magazine.