Originality gets talked about so often that the word starts to feel weightless, yet its meaning runs much deeper than the way it is used online. The idea comes from an old Greek word linked to acting with intention. It points to a clear line between what someone believes and how they move in the world. Many see authenticity as a path to growth and influence. So when it comes to leadership, being true to yourself comes with many layers. It asks for honesty and a steady awareness in every moment. So, let’s move ahead and see how you can be yourself as a leader and still improve your team’s performance.
Is Emotional Honesty = Oversharing?
In a world where emotions get shared online in real time, it is easy to react fast and let every feeling spill out in public. Social platforms almost invite that. Leaders are often watched to see how they feel about each new turn. Yet emotions move fast. They shift with sleep, stress, or things that happen at home. A tired night or a tough morning can shape the mood you bring into work, even when it has nothing to do with the team around you.
This is why you need a moment of thought before sharing feelings. It does not mean you hide them. If a launch falls short because key steps were missed, it is fair to show disappointment so the same issues do not repeat. The point is to avoid reacting from a passing mood. Before speaking, ask yourself if the feeling is likely to fade soon and what outcome you want from sharing it. If the emotion brings clarity or helps the team grow, share it with care. If it is only venting, let it rest till the moment passes.
Give Genuine Feedback
Leaders often search for ways to give honest feedback without hurting engagement or motivation. Many tricks exist, like mixing praise with criticism, yet none of that works if the message lacks truth. Authenticity matters because feedback only helps when it is clear and direct. Adding soft padding offers little value and can even waste time.
The most useful approach is simple. Focus on the task instead of the person. This insight appears again and again in feedback research. If someone hears that their work is terrible, they defend themselves. If they hear that their work is great, they stop pushing. But when you point to one part that worked well, they try to repeat it. When you point to what failed in the task, they look for ways to fix it. So shift the focus and replace personal remarks with task-based clarity. A small shift changes everything!
Sharing the Right Parts of Your Life
The Michelangelo idea describes relationships that bring out the best in each person. This idea fits the workplace too. You learn a lot about a team member when you spend time with them and pay attention to their strengths and goals. You can help them grow when you show up as your true self.
You can build this connection by sharing small parts of your life calmly. You might talk about a hobby or a book you enjoy. You create trust when you share things that help people understand how you think and work. But sharing too many private details feels off and can harm your image. A simple rule helps: share parts of your life that support your role and leave out the parts that do not add value at work.
You can lead with calm intention by trusting your own values and blocking out noise. You just need to choose actions that reflect your real self with clarity and purpose.
