Can you see the real me? A self-based model of authentic leader and follower development

This document appears to be a table of contents for a paper exploring authentic leadership and followership. Given only the outline structure, here's a breakdown of what each section likely discusses:

Construct Definitions

• Authenticity: Defining what it means to be genuine and true to oneself.
• Authentic Leadership: Exploring the characteristics and behaviors of leaders who are authentic.
• Authentic Followership: Defining and describing the characteristics of followers who are authentic.

Authentic Leadership Development

• Antecedents to Authentic Leadership Development: Factors that lead to leaders becoming more authentic.
  • Personal History: The impact of past experiences on leader authenticity.
  • Trigger Events: Specific events that prompt leaders to reflect on and develop their authenticity.
• Leader Self-Awareness: Focusing on leaders' understanding of their own values, identity, emotions, goals, and motives.
  • Values: A leader's guiding principles.
  • Identity: A leader's sense of self.
  • Emotions: How a leader understands and manages their own feelings.
  • Goals and Motives: What drives a leader.
• Leader Self-Regulation: How leaders manage their behavior in line with their authentic self.
  • Authentic Behavior: Acting in accordance with one's true self.
  • Balanced Processing: Objectively analyzing information before making decisions.
  • Relational Transparency: Openly sharing one's genuine self with others in relationships.
• Positive Modeling: The influence of observing other authentic individuals.

Authentic Follower Development

• Antecedents to Authentic Followership: Factors that contribute to authentic followership.
• Follower Self-Awareness: A follower's understanding of their own values, identity, emotions, goals, and motives.
• Follower Self-Regulation: A follower's capacity to regulate their behaviors based on values.
• Follower Outcomes: Examining the positive effects of authentic followership.
  • Trust: Increased trust in the leader and organization.
  • Engagement: Greater engagement and involvement in work.
  • Workplace Well-being: Improved overall well-being for followers.

Organizational Climate

Examining the kind of working culture that nurtures authenticity of both leaders and followers.

Conclusion and Implications

Summarizing key findings and discussing practical implications for developing authentic leadership and followership.

References

A list of sources that are cited in the paper.