Redefining Professionalism: Why Leadership Needs More Authenticity

Mar 4

For a long time, professionalism has been defined by distance. Leaders were expected to maintain a level of detachment, keeping personal lives, emotions, and friendships separate from work. The traditional model reinforced hierarchy, authority, and a clear separation between leadership, teams, and clients. A “professional” leader was composed, reserved, and objective—never too familiar, too vulnerable, or too human.

But if authentic leadership is about building trust, creating connections, and fostering belonging, can we truly lead without letting people in?

In this post, we challenge outdated, hierarchical views of professionalism that prioritize power over relationships and explore how authentic leadership—rooted in connection, trust, and shared responsibility—offers a more effective and human-centered way forward. We’ll also examine how perspectives from other cultures challenge rigid Western ideals of leadership and professionalism.

The Shift: From Distance to Connection

Authenticity in leadership requires genuine relationships—and relationships require connection. Yet, many of us have been conditioned to believe that being “too open” in leadership risks losing authority, credibility, or respect. The 2023 Hays’ Annual Diversity, Equity, and Inclusion report found that more than a third of respondents felt they needed to hide aspects of who they are in the workplace.

So what’s the alternative? I’ve seen time and again that when leaders show up as whole humans, they create space for others to do the same. This isn’t just a ‘nice to have’—it’s essential. Particularly in the not-for-profit world, where engagement, trust, and collaboration are at the core of success, relational leadership isn’t just beneficial; it’s necessary.

💡 What happens when leaders embrace authenticity?
✅ Trust increases – People feel safer bringing ideas and concerns forward.
✅ Engagement grows – Teams feel valued when they see their leaders as real people.
✅ Communication improves – Honest conversations replace performative professionalism.
✅ Retention strengthens – Workplaces that prioritize connection see lower turnover.

The Challenges: Unlearning Traditional Professionalism

Even if we recognize the importance of authenticity, unlearning deeply ingrained norms about professionalism can be difficult. Many leaders worry about:

🔹 Losing authority – Will people still respect me if I show vulnerability?
🔹 Blurring boundaries – How do I balance personal connection without oversharing?
🔹 Judgment from others – Will colleagues, managers, boards, or clients perceive me as unprofessional?
🔹 Navigating workplace structures – In organizations still rooted in hierarchical leadership models, showing up authentically may feel risky.

While these concerns are valid, they stem from outdated beliefs that power must be maintained through distance. Research on authentic leadership shows that true influence comes from trust, not detachment.

Walking the Line: Authenticity Without Oversharing

Authenticity does not mean revealing everything to everyone. It means being genuine, self-aware, and intentional in how you show up. Here’s how to balance connection with professionalism:

Share with purpose – Ask: Does this story or insight help build trust, connection, or understanding? If yes, it likely adds value.
Read the room – Every workplace has different cultural expectations. Gauge what level of openness feels appropriate.
Set personal boundaries – Authenticity doesn’t mean sacrificing privacy. Leaders can be open without sharing deeply personal struggles.
Model emotional intelligence – Acknowledge emotions without offloading them. Expressing frustration is different from venting.
Be consistent – Authenticity isn’t just about what you share, but how you show up daily. Integrity matters more than disclosure.

Learning from Other Cultural Perspectives

The rigid, hierarchical view of professionalism that dominates many Western workplaces is deeply patriarchal and colonial in nature. Rooted in systems designed to maintain authority, control, and separation, this model often prioritizes power over relationships and discourages emotional expression, community-building, and shared leadership.

Historically, professionalism has been defined in ways that align with Eurocentric, male-dominated leadership norms, reinforcing the idea that leaders must be detached, objective, and authoritative. This has marginalized leadership styles that emphasize collaboration, emotional intelligence, and relational accountability, despite growing evidence that these are key to high-performing teams.

Western business structures often prioritize hierarchy and formality, but not all leadership models operate this way. Indigenous ways of knowing, for example, emphasize relational leadership—where power is shared, decisions are made collectively, and leadership is rooted in responsibility to the group rather than authority over it. This is also the case in many other cultures where decision-making centres around harmony, interconnectedness, relationship building, and valuing community strength and collaboration over command.

By integrating relational leadership practices, we can create work environments that honor connection, shared responsibility, and inclusivity—without abandoning professionalism.

Final Thoughts: Time to Unlearn Traditional Professionalism?

Authentic leadership has been shown to increase engagement, improve communication, and strengthen trust in workplaces. So why are we still holding onto outdated, colonial, and patriarchal definitions of professionalism that encourage detachment over connection?

Instead of trying to "balance" professionalism with authenticity, maybe it's time to redefine professionalism entirely—to move beyond rigid hierarchies and power dynamics and build leadership models rooted in trust, vulnerability, and relational accountability.

What if professionalism wasn’t about keeping people at a distance but about showing up with integrity, clarity, and care? What if the future of leadership wasn’t about maintaining control but about building workplaces where connection and belonging are prioritized?

✅ How are you redefining professionalism in your leadership?
✅ What outdated norms have you had to unlearn?

Let’s continue the conversation—Ethica Strategic Solutions is here to support leaders in showing up authentically while leading with confidence.

Sources

https://blogs.ubc.ca/ahenakewcrc/towards-accountable-relationships/

https://corvirtus.com/blog/fostering-retention-with-authentic-leadership

https://everydayfeminism.com/2015/02/professionalism-and-oppression/

https://ivyexec.com/career-advice/2023/the-role-of-authentic-leadership-in-building-trust-and-inspiring-high-performing-teams-2/

https://journals.sagepub.com/doi/full/10.1177/11771801231168380

https://pmc.ncbi.nlm.nih.gov/articles/PMC10143705/

https://pmc.ncbi.nlm.nih.gov/articles/PMC11044517/

https://pmc.ncbi.nlm.nih.gov/articles/PMC9012166/

https://pressbooks.bccampus.ca/undergradresearch/chapter/1-3-relational-accountability/