For many, Halloween is an excuse to show off their creativity, to revisit childhood for a day, or to just wear a costume for the fun of it. Others use Halloween to reveal hidden parts of their subverted personalities — a dark side, a playful side, or a version of themselves that others rarely see. But for some, Halloween is yet another day of hiding behind the same mask that hides who they really are — a mask that is never taken off.
In the workplace, many people feel pressured to keep certain parts of themselves hidden from superiors and colleagues. They may worry about being seen as unprofessional, or unconventional, overly emotional, or just plain weird. This negative self-talk can lead to them suppressing their individuality, ideas, or perspectives that could be incredibly valuable to their company.
As forward-thinking organizations, we should do everything we can to help remove these masks from both our employees and ourselves, and reveal a whole new world of opportunity and growth.
Why Embracing Authenticity Is So Powerful
Let’s face it: revealing our true selves is scary. Whether it’s the fear of judgment, the concern that our differences might stand out too much, or simply an uncomfortable feeling of vulnerability, embracing authenticity is hard to do. Add in some office politics and the idea of being truly genuine at work can be downright horrifying. Yet, the reward far outweighs the risk.
Studies show that when employees feel free to express themselves at work, engagement, satisfaction, and productivity increase. Employees don’t just “clock in” for a paycheck; they’re genuinely committed and excited to contribute.
But it’s a bit more complicated than telling people to “be themselves.” As leaders, one of our primary job descriptions is to create a culture where employees feel safe showing up as themselves. By establishing a company environment where employees feel secure in their identities, we build a community where people connect with each other, feel a deeper sense of belonging, and ultimately collaborate more effectively with the team.
Creating a Culture Where Everyone Can Be Themselves
True belonging in the workplace means comfort, and comfort comes from knowing you’re seen and accepted for who you are. Building this type of culture takes consistent, thoughtful effort. It’s about crafting an atmosphere where everyone, regardless of background or perspective, feels they’re not just accepted but valued. This means making sure marginalized groups, like LGBTQ+ employees, feel comfortable being themselves. Many LGBTQ+ individuals fear judgment or discrimination for showing their authentic selves at work. By promoting inclusivity, we can break down these barriers and create a supportive environment for everyone.
Encouraging self-expression, promoting open communication, and fostering a culture of psychological safety can help build a strong foundation where employees feel comfortable being who they really are. When people feel genuinely comfortable, they’re not just more likely to stay—they’re also more likely to contribute in unique, meaningful ways. These distinct contributions provide organizations with a competitive edge, offering insights and ideas that might have otherwise gone unheard.
Leadership’s Role in Modeling Authenticity
Embracing authenticity starts at the top. In a completely different context, we often tell leaders to “put your own mask on first, before you help others,” but in this case, leaders need to be willing to take their masks off first, so they can show everyone else it’s safe. By doing this publicly and consistently, they set an example for the entire organization — and positive change starts to happen quickly. Leaders who are open about their own challenges, struggles, imperfections, bad decisions, mistakes, frustrations, and concerns send a powerful message: it’s okay to be authentic, no matter how you’re feeling.
These leaders foster a culture where employees feel empowered and comfortable to be open and authentic about who they are and what they believe. When a manager openly acknowledges a mistake or shares a personal story, it makes them relatable, showing that it’s possible to succeed while being oneself. This visibility from leaders reinforces to employees that they don’t have to wear any mask or costume to fit in — they’re valued for who they are.
How Embracing Individuality Drives Growth and Innovation
Every person in an organization brings their own unique blend of experiences, perspectives, and ideas. When employees feel safe to share those elements of themselves or their different perspectives, organizations gain diversity of thought — the key to problem solving and innovation.
As we’ve discussed in the past, diversity isn’t just a checkbox; it’s a key factor in long-term organizational growth. To thrive, organizations need employees who have no problem embracing authenticity, are unafraid to offer their ideas, and bring fresh perspectives to the table. When people feel they don’t need to put on a costume or conform to be accepted, their ideas are more innovative, and their commitment to the company’s success grows exponentially.
A Few Practical Steps for Building a Culture of Authenticity
Creating an authentic workplace culture requires actions that go beyond lip service. Here are some ways to start:
1. Recognize Unique Contributions:
Recognition is about much more than achieving a goal; it’s about how it happened and who helped get you there. Make a spectacle of the unique approaches, insights, and behaviors of key contributors along the way who lead the team to ultimate success.
2. Act on Feedback:
When you receive relevant feedback from employees, the next step is to do something about it! When you take action to resolve problems (and follow up to get additional input), it shows that you actually care. Your actions reinforce the fact that your people’s opinions matter, setting the stage for a more open, authentic culture over time.
3. Prioritize Touchpoint Interviews:
Touchpoint interviews with employees are one of the most effective strategies to foster authenticity in your organization. These check-ins provide a supportive environment for honest dialogue, allowing leaders to understand individual concerns and experiences. Over time, these consistent, personal touchpoints build trust and create a culture where employees feel confident sharing their feedback openly, knowing their voices are heard and valued.
The Power of Unmasking
By encouraging authenticity, we’re creating a work environment where people feel they belong, and they’re motivated to give their best without the need to pretend. Taking off the mask and bringing one’s true self to work isn’t just beneficial for the individual; it strengthens the entire organization. When we embrace diversity, vulnerability, and openness, we unlock the true potential of each person, which helps build a more complete team.
If you’re finding it challenging to encourage openness and authenticity within your team, it may point to deeper, embedded issues in the organization’s culture. Creating a truly open environment takes time and the right support.
If you need a different perspective, we’re here to help you identify and address any underlying challenges, so you can build a culture where everyone feels safe, valued, and empowered being their authentic selves.
Let’s start a conversation about building a workplace of genuine connection and growth.
In the meantime, have a happy halloween! 🎃
