Authentic Leadership and Letting Go

Authentic leadership is more than just leading by example; it’s about addressing the unspoken vows and presumptions embedded in organizational culture that can prevent true transformation. Often, these vows are like invisible anchors, holding teams to traditions or ideas that may no longer serve their growth or the company’s mission. Change sometimes requires the courage to examine these ‘sacred vows’ and, in some cases, to let them go—a deceptively simple but profoundly unsettling process.

Here’s how to guide teams through this transformative journey and inspire a culture of innovation and resilience:

1. Acknowledge Hidden Assumptions: Take time to identify the unspoken promises or beliefs that influence decision-making. In many organizations, these can be things like ‘we’ve always done it this way’ or a deep-seated sense of identity tied to specific practices. By acknowledging these, leaders can reveal if they’re serving or stalling growth.

2. Invite Reflection Over Dictation: Authentic change doesn’t impose new ideals but invites teams to reconsider past assumptions. For example, in my experience leading brand evolution and cultural strategy, transformational change was rooted in creating safe spaces for honest reflection—engaging teams in dialogues that led them to conclusions about what traditions to hold onto or release.

3. Draw on Courage, Not Just Strategy: Sometimes the most courageous thing a leader can do is admit that old ways are no longer effective. Leaders can encourage a ‘letting go’ by modeling vulnerability, showing that it’s okay to release outdated practices and embrace the unknown. I often try to guide organizations in unearthing their legacy assumptions and delicately weighing them against the future they want to build.

4. Letting Go of ‘Kitten-on-the-Branch’ Resilience: Transformation isn’t always a linear path; it can sometimes feel like hanging on by a thread. But just as the popular “Hang in there” kitten embodies resilience, so too should teams be supported in knowing that they also can let go of that brand. Encourage persistence and reassure them that discomfort is often a signal of growth.

5. Build Incremental Change into Innovation: Leaders like Satya Nadella at Microsoft have demonstrated how evolving a company’s mindset—not just its products—can open doors to innovation. Under Nadella’s guidance, Microsoft shifted from a ‘know-it-all’ to a ‘learn-it-all’ culture, inspiring continuous learning and letting go of rigid ideas around product development.

Creating a culture of authentic transformation doesn’t mean erasing the past—it means honoring it while paving the way for innovation. What beliefs are holding your organization back, and how can you help your team ‘let go’ in a way that feels supported and inspired?