Let the Weird Out: Why Authenticity at Work Isn’t Optional Anymore
Let’s get one thing straight: if you're still coaching people to "leave it at the door"—whether it's emotion, personality, or a little witchy wisdom—you’re not leading, you’re managing. (And probably managing burnout, disengagement, and turnover while you're at it.)
I’m a national sales leader/retention consultant, and I also happen to be obsessed with astrology, numerology, and tarot. That's right. I know my natal chart and my quarterly KPIs. I can decode a Moon in Capricorn transit while running multiple high performing teams. And guess what? It’s never made me less effective—only more self-aware, more connected, and way more fun to work with.
But for a long time, like so many professionals, I sterilized myself to fit in. I clipped off the intuitive parts, the cosmic curiosities, and the quirky edges to blend in with the boardroom crowd. Spoiler alert: that crowd was stressed, stagnant, and kind of soul-sucked.
🚫 The Cost of Playing Small
Research shows that when employees can be authentic at work:
71% feel more confident
60% feel more engaged
46% report being happier
Teams with real psychological safety—where people can speak up, take risks, and (yes) be a little weird—are also more innovative, collaborative, and resilient. Authenticity isn’t a perk. It’s a performance strategy.
But too often, organizations send mixed messages. “Bring your whole self to work… but not that part.” So we shrink. We “pass.” We burn out.
🔮 The Woo as a Leadership Tool
When I check the planets before a coaching session or pull a tarot card before a strategy session, it’s not about superstition—it’s about reflection, insight, and energy. These tools help ME read the room, tap into creativity, and stay grounded. They’ve become part of my leadership DNA.
That doesn’t mean I expect others to do the same. I don’t care if your version of authenticity is model trains, marathon medals, or a My Chemical Romance fan club. Just don’t hide it. Because when people bring their true selves to the table, they bring their best ideas too.
🛠️ How to Build a Culture Where Weird Wins
Model it. If you want authenticity, start by showing yours. Share your quirks, your passions, your failures. (People respect real far more than perfect.)
Create psychological safety. Reward vulnerability, curiosity, and brave conversations.
Don’t weaponize “professionalism.” That concept has been used for too long to silence identity, culture, and emotion.
Be consistent. Don’t invite authenticity and then punish it in performance reviews.
Support the reveal. Understand that people might be hiding parts of themselves out of fear. Make it safe to come out.
✨ Real Talk
Authentic leadership isn't about being loud, weird, or crystal-carrying (though I support all three). It's about alignment. When leaders show up as their full selves, it gives everyone else permission to do the same. That’s where the magic—and the retention—happens.
So to every leader out there trying to build a “sticky” team: Stop sanitizing your culture. Your people don’t need another script. They need space. Let them be nerdy. Let them be woo. Let them be human.
Let the weird out. It’s the stickiest thing you can do.
