Authentic leadership means being genuinely yourself while maintaining responsibility for your impact on others. It's about honest alignment between your values, words, and actions—not constant transparency, but consistent integrity.
Her Story
About Amanda
Amanda is the co-founder of The Roll House, a community-centered backgammon club dedicated to bringing people together through friendly competition, learning, and connection. She is passionate about creating inclusive spaces where relationships are built, skills are developed, and community thrives. Professionally, Amanda serves as Business Development Manager at Fred Beans Ford of Doylestown, where she partners with leadership to improve business processes, communication, and operational effectiveness across the dealership. Her work focuses on enhancing both the customer and employee experience by evaluating business processes, streamlining communication, improving operational workflows, and supporting initiatives that drive consistency, collaboration, and service excellence. She collaborates across departments to identify opportunities for improvement, implement practical, sustainable solutions, and strengthen organizational performance while fostering employee engagement.
Her Interview
Ten minutes with Amanda
01What do you attribute your success to?
I attribute my success to a genuine curiosity about people and organizations, a commitment to continuous learning, and a belief that growth happens when we invest in others. Throughout my career, I've remained willing to ask questions, challenge existing processes, and embrace opportunities that stretch me. I believe lasting success comes from building trust, developing people, and creating solutions that make a meaningful difference. To me, success is measured not only by the results we achieve, but by the confidence, growth, and opportunities we help create for others.
02What’s the best career advice you’ve ever received?
The best career advice I've ever received was to never let someone else's perception of my limitations define what's possible. A mentor encouraged me to trust my instincts, think bigger than I thought I was capable of, and pursue opportunities that challenged me. That advice changed how I approached my career and continues to influence how I lead—I strive to help others see their potential before they see it themselves.
03What advice would you give to young women entering your industry?
Don't let self-doubt make decisions for you. There will be moments when you question whether you're ready or qualified enough, but growth rarely happens when we feel completely prepared. Stay curious, ask questions, seek mentors who challenge and support you, and don't be afraid to take on opportunities that stretch you. The confidence you're looking for often comes after you take the leap—not before.
04What are the biggest challenges or opportunities in your field right now?
We're experiencing one of the most significant periods of workplace transformation in decades. Advances in technology, evolving employee expectations, and changing business needs are creating incredible opportunities for organizations to rethink how work gets done. The challenge isn't simply adopting new tools—it's helping people embrace change, develop new skills, and remain connected to a shared purpose. I believe leaders who can successfully balance innovation with empathy will shape the future of work.
05What values are most important to you in your work and personal life?
The values that guide me most, both professionally and personally, are integrity, curiosity, continuous growth, and helping others succeed. I believe in treating people with respect, approaching challenges with an open mind, and leading with empathy and accountability. Whether I'm improving processes, developing leaders, or navigating change, my goal is always to leave people, teams, and organizations stronger than I found them. To me, success is defined not only by the results we achieve, but by the trust we build, the relationships we cultivate, and the opportunities we create for others to grow.
Her Content Hub
Articles by Amanda
Authenticity Is Not About Showing Everything: What It Really Means to Lead as Yourself
Finding the balance between being true to yourself and taking responsibility for your impact as a leader.
Authentic Leadership: Being Real Without Losing Responsibility
There is a lot of advice about authenticity in leadership.
“Be yourself.”
“Show vulnerability.”
“Bring your whole self to work.”
All of it sounds good.
But I think authenticity in leadership is more complicated than that. Being authentic doesn't mean saying everything you're thinking. It doesn't mean bringing every emotion into the room. And it certainly doesn't mean justifying behavior that negatively affects the people around you with, “This is just who I am.”
Authentic leadership isn't about showing everything all the time. It's about being real about what matters while being intentional about how you show up.
You Don't Have to Have It All Figured Out
One of the most freeing things I've learned as a leader is that people don't need us to have every answer. They just need to know we will be honest when we don't.
Early in my career, I sometimes felt like being an effective leader meant having complete confidence and certainty. As the leader, I was supposed to know where we were going and how we were going to get there. I was supposed to be the one with the answers. All of them.
But leadership rarely works that way.
Sometimes you have a vision without having the entire path mapped out. Sometimes you have to make a decision with incomplete information. Sometimes you need to say, “I don't know yet.” And sometimes the most authentic thing a leader can say is:
“I don't have the answer, but I'm committed to figuring it out with you.”
There is strength in that kind of honesty. There is trust in it, too.
Authenticity Requires Responsibility
There is another side to authenticity that doesn't get talked about as much. Being authentic doesn't mean making everyone around you experience whatever you're experiencing.
You can have a bad day without making it someone else's bad day. You can be frustrated without taking your frustration out on your team. You can be uncertain without creating unnecessary fear. You can admit that something is difficult without losing sight of your responsibility to create stability for the people around you.
That distinction matters.
Leadership isn't just about expressing who we are as individuals. It's about understanding the impact of how we show up. Authenticity without self-awareness can become self-indulgence. Authenticity with self-awareness becomes trust.
Give Your Team Permission to Be Human
I think the best leaders create environments where people don't feel like they have to perform perfection. That doesn't mean lowering standards. In fact, I believe the opposite can be true.
People can be held to high standards while still being given room to be human. They can make mistakes. They can ask questions. They can admit they don't understand something. They can have a difficult day. They can change their minds. They can say, “I need help.” And they can challenge your ideas.
When leaders model that behavior themselves, something important shifts in both the work and the relationships around it. People stop spending so much energy trying to appear perfect and start spending more energy doing meaningful work. They become more willing to understand, contribute, and take ownership of outcomes.
That's where authenticity becomes powerful. It creates space for honesty. Honesty creates trust. And trust creates the right conditions for people to do their best work.
Your Team Is Watching What You Do, Not Just What You Say
You can put authenticity into a leadership competency model. You can include it in your values. You can talk about vulnerability in leadership training. You can frame it on your wall and highlight it on your website.
But your team will ultimately decide whether you are authentic based on what they see you doing, hear you saying, and experience in their interactions with you.
And this is where I think leaders need to be especially careful.
I've experienced too many managers and leaders who could articulate beautiful values on paper, only to turn around and exhibit behaviors that directly contradicted them.
They talked about trust while micromanaging.
They talked about transparency while withholding information.
They talked about collaboration while making decisions without the people affected by them.
They talked about respect while dismissing ideas or concerns that challenged their own thinking.
And let me tell you, people notice that disconnect. More than that, they feel it.
You can tell your team what your organization values, but they will learn what you actually value by watching what you do.
Do you admit when you are wrong? Do you follow through on what you say? Do you treat people consistently? Do you listen when someone challenges your thinking? Do your actions match the values you talk about? Do people feel safe telling you something you may not want to hear?
Those moments matter far more than a leadership statement ever could.
Because authenticity isn't announced.
It's experienced.
The responsibility of a leader isn't to create a perfect list of values. It's to make sure the people around them see those values in action and feel confident exhibiting them themselves.
The Goal Isn't to Be Perfectly Authentic
No two people show up exactly the same way in every situation. And we shouldn't.
Leadership requires judgment. There are things a leader should process privately before bringing them to a team. There are conversations that require more preparation than others. There are moments when our personal reaction needs to take a back seat to what our team needs from us.
That's not being fake.
That's being intentional.
Authenticity doesn't mean removing the filter. It means making sure the person behind the filter is still you. The values are still yours. The commitments are still yours. The words you choose are still yours. And the way you treat people is still consistent with who you say you are.
Maybe Authenticity Is More About Alignment
The longer I lead, the more confident I feel in saying that authenticity is less about complete transparency and more about honest alignment.
Alignment with your values.
Your words.
Your actions.
And the way you want people to experience you.
The most authentic leaders I've encountered aren't necessarily the most expressive people in the room. They're the people whose teams know what they can count on.
They don't pretend to know everything.
They don't pretend everything is fine when it isn't.
They don't pretend to be someone they're not.
They simply show up honestly, consistently, and with enough self-awareness to understand that leadership is never just about them.
And maybe that's the real challenge of authentic leadership.
Be yourself. But always remember that leadership isn't only about who you are. It's about the environment you create for everyone else.
Give yourself grace to be human, and give your team the same grace.
And keep showing up as the leader you actually want to be—even when it's imperfect.
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