Drop the “Authentic Self” Talk: Why Authenticity in Action Matters More

Let’s start with a harsh truth: no one believes you when you say employees can be their “authentic selves” at work. Sure, the sentiment is well-intentioned, but it often backfires because employees know most, if not all, companies value cultural fit and productivity over authenticity. This disconnect creates the very inauthenticity you’re trying to avoid.

Here’s another truth employees need to hear: most of your colleagues don’t want your authentic self either. According to Gallup, the most engaged employees employees provide consistency that anchors their workplace relationships, and anchors work as a point of stability in their busy lives. The best teammates, then, aren’t necessarily the most “authentic”--instead, they’re reliable partners who act with authenticity by acting consistently, and in doing so make work more manageable and enjoyable, not harder.

So what’s the solution? We need to shift from promoting an authentic self to emphasizing the importance and necessity of acting with authenticity. 

My authentic self loves working with blaring music–not exactly office-friendly behavior. Instead of forcing that headbanging version of myself into professional settings, I focus on bringing authenticity to how I collaborate and deliver results. This approach has consistently earned me positive feedback and recognition from colleagues who appreciate working with me.

Putting Authenticity into Action

Here’s how to be authentically effective without the “just be yourself” confusion:

1. Deliver Consistently: The people most likely to be perceived as authentic are those who keep promises and set realistic expectations. Be curious about collaboration opportunities but discerning about commitments. For cross-functional roles especially (looking at your fellow Learning & Development leaders) prioritization isn’t just good practice – it’s essential for building and maintaining trust.

2. Embody company values meaningfully: Values aren’t just wall decorations. Actively integrate them into your work and use them to guide decision-making and how you show up each day. When you face conflicts between values and practice, initiate conversations with your leaders and partners. This approach provides structure for consistent performance while showcasing genuine commitment to the mission and vision of your company. You will quickly become a model for others. 

3. Life happens in the gray areas, so find the silver lining: You’ll become everyone’s favorite partner by bringing positive energy and enthusiasm to every interaction–even difficult ones. This doesn’t mean blind positivity; acknowledge challenges while highlighting potential solutions, and frame challenges as an opportunity for growth for yourself and others. Your ability to reframe perspectives will keep yourself and others motivated even through the toughest of projects.

4. Remember everyone’s an iceberg: David Foster Wallace’s fish anecdote goes something like “There are these two young fish swimming along and they happen to meet an older fish swimming the other way, who nods at them and says ‘Morning, boys. How’s the water?” And the two young fish swim on for a bit, and then eventually one of them looks over at the other and goes “What the hell is water?’”
   We all operate from different perspective and experiences, and in fact the different perspectives and experiences we bring to work are incredibly valuable to our partners and our companies. We don’t know what’s going on in everyone’s lives, and many people look to work during times of change and challenge in their personal lives as an opportunity to take a break and focus on something stable. It’s important to create space for what’s beneath the surface in your interactions, treating even the most challenging conversations with empathy and honesty.

5. Develop your “worksona” intentionally: this concept, popular among Millennials and Gen Z workers (who, together make up about 54% of the workforce), doesn’t mean creating a fake persona. Instead, envision your ideal professional self and work backwards from there. Your ideal self is still authentically you, you’ve just optimized yourself for effectiveness and impact at work.

The difference between "authentic selves at work" and "authenticity at work" isn't just semantic. True workplace authenticity means engaging genuinely with workplace expectations, culture, and values. By building trust through consistent, values-aligned behavior, you create the stability that allows both you and your colleagues to authentically thrive.