The first foundational quality needed to develop strong leadership for managers is congruence, which means matching your words with your actions. When you walk the talk, your teammates are more likely to respect and trust you, creating voluntary fellowship.

Importance of Congruence in Leadership

On the other hand, if managers behave in a way that implies “do as I say, not as I do,” they create an environment of compliance but not leadership. The workplace shouldn’t be about dictating to your team but leading by example. Congruent behaviors encourage engagement, whereas incongruent actions create distrust and disengagement. The difference in performance between the two is drastic. 

Being strongly aware of congruence in managerial behaviors is crucial for creating an environment where peers are engaged and comfortable saying “yes” to requests. As effective communicators, congruent leaders offer the framework for their team to articulate values that motivate others and inspire them to follow. Congruent management is not the same as “look at me” leadership; instead, it inspires people to do better by willingly following in the footsteps of their leader. 

Being unauthentic is often hard work. Managers who struggle with inauthenticity generally find themselves exhausted, losing interest in their work, and experiencing low motivation and job satisfaction. It takes plenty of energy to go against your true priorities, values, characteristics, hopes, and leadership style. The energy spent on trying to be someone you are not is energy unavailable for work and other important activities. 

How to Become a More Congruent Leader?

• Improve self-awareness. An essential element of behaving as your authentic self is to understand what your beliefs and priorities are. Congruent leaders have a sense of purpose, and a high level of awareness of others, which means they know what they want and by when. Purpose can transform into passion, and passionate people are highly motivated, persuasive, and care about their work. 

• Be consistent. Avoid being two-faced with your team. If you are always nice to peers but rude to others, this can reflect badly on your character. The same is true in reverse, and you could end up losing your team’s trust. Steer clear of trash-talking about your peers or sucking up to your bosses because neither of these works. Stay consistent in your behavior with everyone. 
• Work on yourself. Continue to strengthen your congruence by asking yourself if your actions match your words, if your behavior is perceived as incongruent, or if your actions may be causing disengagement. A good way to answer these questions is by getting feedback from valued team members and fellow managers. 

Summing Up

Your image can either be an asset or a liability for your leadership. Building a more congruent management style is not about creating a fake picture of yourself but rather about recognizing true aspects of yourself that should be visible to others – but aren't. The tips mentioned above can help you take a deep dive into your actions and allow you to make the desired changes.