Begin and prioritize your use of time in answering them. Also like some leadership and management decisions, there are no “hard and fast” right and wrong answer. Think of a leader who espoused one message and then acted in a different manner. How did it affect the leader’s ability to be an effective leader? How did it change how you personally felt about the leader? Do you feel that leaders who have lost their “authenticity” can ever regain the trust of their followers?

In analyzing the questions posed, it is important to understand that time management and the prioritization of tasks play a crucial role in successfully addressing the issues at hand. To effectively respond to these questions, it is advisable to begin by defining and discussing the term “authentic leadership.” Drawing on relevant literature, it is possible to establish a conceptual framework for understanding the impact of leaders’ actions on their ability to be effective and the subsequent shifts in followers’ perspectives.

Authentic leadership is a leadership style characterized by a leader’s genuine and transparent behavior, consistent with their values and beliefs. It emphasizes the importance of self-awareness, moral integrity, and ethical decision-making, which foster trust, engagement, and positive outcomes within an organization or team (Avolio & Gardner, 2005; Gardner, Avolio, Luthans, May, & Walumbwa, 2005).

Considering a leader who espouses one message but acts differently, it can significantly impact their ability to be an effective leader. This inconsistency creates a dissonance between what the leader says and what they do, eroding trust and reducing followers’ commitment and motivation. Authentic leadership relies heavily on trust, as it is built on a foundation of integrity and reliability. When a leader’s actions contradict their words, followers may perceive them as hypocritical, leading to decreased trust and credibility (Gardner et al., 2005). This dissonance can impede effective communication, hinder cooperation, and reduce followers’ commitment, ultimately hampering the leader’s ability to lead effectively.

Furthermore, such inconsistencies have the potential to alter how followers perceive and feel about the leader. Authenticity is fundamental to followers’ perceptions of a leader’s credibility and trustworthiness. When leaders act inconsistently, followers may question their intentions and authenticity, resulting in a diminished sense of trust in the leader. This inconsistency may also evoke negative emotions, such as disappointment, disillusionment, or anger, which can further deteriorate followers’ perceptions of the leader and affect their overall satisfaction within the organization (Gardner et al., 2005; Walumbwa, Avolio, & Zhu, 2008).

The impact of a leader’s actions on followers’ perceptions and feelings is deeply subjective and may vary among individuals. Nevertheless, it is likely that a leader’s loss of authenticity can have a profound impact on the trust and confidence followers place in them. These shifts in followers’ perceptions and emotions can lead to decreased motivation, increased turnover intention, and reduced organizational commitment (Walumbwa et al., 2008). Consequently, the leader’s ability to inspire and influence their followers may be significantly compromised.

The question of whether leaders who have lost their “authenticity” can regain the trust of their followers is complex and multifaceted. Restoration of trust requires a proactive approach from the leader, as rebuilding broken trust is challenging and time-consuming. Trust can be regained through consistent behaviors aligned with the leader’s espoused message, open and transparent communication, and a concerted effort to address the concerns and doubts of followers (Avolio & Gardner, 2005; Shamir & Eilam, 2005).

Trust in leaders can also be restored through apologies and making amends for any harm caused. Leaders who take responsibility for their actions, acknowledge their mistakes, and actively seek to regain trust may be able to reinstate their credibility in the eyes of their followers (McKnight et al., 1998). However, it is important to recognize that trust is not easily regained, and the process can be lengthy and arduous.

In conclusion, a leader’s loss of authenticity, exemplified by espousing one message and acting differently, can have detrimental effects on their effectiveness and the way followers perceive them. Followers’ trust in the leader may be eroded, leading to reduced commitment, motivation, and satisfaction. Restoring trust requires consistent behaviors, open communication, and a concerted effort from the leader to address concerns and rebuild broken trust. While trust can potentially be regained, it is a challenging process that necessitates ongoing commitment and transparency from the leader.