7 Mistakes You're Making with Authentic Leadership (and How LGBTQ+

Executives Fix Them)

Authentic leadership sounds straightforward, right? Just "be yourself" and everything will fall into place. But here's the thing: many of us are making critical mistakes that actually undermine our authenticity and effectiveness as leaders.

The good news? LGBTQ executives have been navigating authenticity in complex workplace environments for years, and they've developed some pretty brilliant strategies along the way. Let's dive into the seven most common authentic leadership mistakes and learn how to fix them.

Mistake #1: Confusing Authenticity with Emotional Oversharing

You know that leader who shares every personal struggle during team meetings? The one who treats staff meetings like therapy sessions? This isn't authentic leadership: it's emotional dumping, and it makes everyone uncomfortable.

How LGBTQ Executives Fix This:

LGBTQ leaders often master the art of selective authenticity because they've had to carefully choose when and how to share personal information throughout their careers. They understand that authenticity doesn't mean sharing everything: it means being genuinely yourself while maintaining professional boundaries.

The fix is simple: Share emotions and experiences that serve a purpose. Are you teaching a lesson? Building trust? Showing vulnerability to encourage psychological safety? Great. Are you just venting because you had a rough morning? Save it for your coach or therapist.

Mistake #2: Using Self-Deprecation as a Shield

"I have no idea what I'm doing," you joke for the third time this week. While humility is valuable, constantly undermining your own credibility doesn't make you relatable: it makes your team question whether you should be leading them.

How LGBTQ Executives Fix This:

Many LGBTQ executives have learned to navigate impostor syndrome head-on because they've often been the "only" in the room. They've developed what we call confident humility: staying open to learning while owning their expertise.

Instead of self-deprecation, try this: When you make a mistake, own it and share what you learned. When you don't know something, say "I don't know, but here's how we'll find out." This shows vulnerability without undermining confidence.

Mistake #3: The "Set It and Forget It" Leadership Style

You delegate a project, then disappear until the deadline. This isn't empowerment: it's abandonment. Your team needs connection and support, not radio silence.

How LGBTQ Executives Fix This:

LGBTQ leaders often excel at building authentic connections because community and support networks have been essential to their success. They understand that availability doesn't mean micromanaging: it means being emotionally present.

Create clear channels for accessibility. Let your team know how and when they can reach you. Schedule regular check-ins that focus on support, not just status updates. Be genuinely interested in their challenges and growth.

Mistake #4: The "Smartest Person in the Room" Syndrome

You dismiss input, react defensively to criticism, and rarely admit you're wrong. This creates blind spots and stifles innovation faster than you can say "because I said so."

How LGBTQ Executives Fix This:

LGBTQ executives often bring diverse perspectives precisely because they've experienced being different. They've learned that their unique viewpoint is valuable, but so are others'. They actively seek out different perspectives because they know diversity of thought drives better outcomes.

Start asking better questions: "What am I not seeing here?" "How could we approach this differently?" "What concerns do you have about this plan?" Be the first to admit when you don't know something or when you've made a mistake.

Mistake #5: The Decision-Making Bottleneck

Every decision, no matter how small, has to flow through you first. Congratulations: you've just become the organizational equivalent of a traffic jam.

How LGBTQ Executives Fix This:

Many LGBTQ leaders have had to advocate for themselves and others throughout their careers, developing strong decision-making skills along the way. They understand that empowering others isn't just about delegation: it's about trust and development.

Develop clear decision-making frameworks. Define what decisions your team can make independently and what requires your input. Then stick to it. Train your people to make good decisions and give them the authority to act on them.

Mistake #6: Focusing Only on Tasks, Not People

You're laser-focused on hitting targets and crushing goals, but you're ignoring your team's growth and development. People aren't just resources to be optimized: they're humans with aspirations and potential.

How LGBTQ Executives Fix This:

LGBTQ executives often understand the importance of mentorship and development because they've benefited from (or desperately needed) champions in their own careers. They see developing others as both a responsibility and an opportunity.

Become a talent scout. Look for potential in people who might not even see it in themselves. Create development opportunities that stretch your team members. Invest in their growth, and they'll invest in your shared success.

Mistake #7: Avoiding the Hard Conversations

You avoid giving difficult feedback because you want to be liked. News flash: By avoiding these conversations, you're actually doing your team a disservice and limiting their potential.

How LGBTQ Executives Fix This:

LGBTQ leaders have often had to navigate difficult conversations about identity, inclusion, and workplace dynamics. They've learned that avoiding tough topics doesn't make them go away: it just makes them bigger problems later.

Reframe difficult conversations as gifts. You're not criticizing: you're providing information that can help someone grow. Focus on specific behaviors and their impact. Be direct but kind. Follow up to ensure understanding and offer support.

The Path Forward: Building Authentic Leadership That Works

Here's what authentic leadership actually looks like: You're genuine, but strategic. You're vulnerable, but not fragile. You're humble, but confident. You're available, but boundaried. You care about results AND people.

LGBTQ executives have mastered this balance because they've had to. They've learned to be authentically themselves while navigating complex workplace dynamics. They understand that authenticity isn't about sharing everything: it's about being consistently, genuinely, and strategically yourself.

Your Next Steps

Start with self-awareness. Which of these mistakes resonates most with you? Pick one and focus on changing that pattern over the next month.

Remember, authentic leadership isn't about perfection: it's about continuous growth and genuine connection. You don't have to fix everything at once. Start where you are, use what you've learned from others who've navigated similar challenges, and keep moving forward.

The world needs leaders who can be genuinely themselves while effectively serving others. That's not just good leadership: that's transformational leadership.

And if you're ready to dive deeper into developing your authentic leadership style, our executive coaching programs are designed to help leaders like you create sustainable, authentic approaches to leadership that work for everyone.

Your authenticity is your superpower. Use it wisely.