How to Build Authentic Leadership “Moxie”

Why Even Your Best Leaders Can Feel Like They’re Faking It

You’ve seen it before — a brilliant, high-performing executive who checks every box. Smart. Strategic. Polished. They hit their numbers and look the part.

And yet… something’s off.

There’s a subtle fatigue, an unspoken gap between their performance and their presence. They’re doing all the right things, but something about their leadership doesn’t feel right.

It happens when we promote high performers for their success and then expect them to suddenly “show up like an executive.”

Without a foundational understanding of what makes them a great leader, they can begin to rely on unhealthy habits or try to copy what they’ve seen other leaders do to get ahead. Rather than leading like themselves their voice may get louder, they micromanage, or constantly pursue the need to control.

The result? Leaders who are “performing” rather than thriving. They might look confident, but the energy behind it isn’t real — and people can tell. This disconnect quietly erodes trust, and their leadership impact.

Redefining Authority

In our recent podcast episode with Rachel Eller, Rachel talks about the word “moxie”, in terms of how a leader shows up, or their “executive presence”. A leader has “moxie” when they’re confident, capable, and able to handle difficult conversations and leadership challenges with poise and humility.

It’s not a skill to be obtained or a perfectly rehearsed performance. It’s the quiet, grounded authority that comes from being fully aligned with who you are as a leader.

Rachel said “True confidence doesn’t come from being the smartest person in the room — it comes from having the courage to ask the question everyone else is afraid to ask”.

That’s Moxie.

The difference is humility, not dominance.

When a leader is in performance mode, they avoid asking questions in an effort to maintain the illusion of expertise. They see team members as competition, not partners.

A leader who has authentic moxie asks real questions because they’re secure enough to not have all the answers. They see their team as their greatest advantage — their collective “superpower.” And they lead from a posture of curiosity, not control.

The leader with Moxie doesn’t need to perform. They invite clarity. They create space. And in doing so, they build lasting influence.

Building Authentic Moxie

If you want to move your high-potential leaders from performing to truly leading, the development focus has to shift from superficial external polish to a grounded identity.

1. The Courage to Not Know

The most compelling leaders aren’t afraid to say, “I don’t know — let’s figure it out together.” They see collaboration as strength, not weakness. Stop rewarding the “lone genius” and start celebrating leaders who delegate effectively, elevate others, and build teams that can thrive without them.

2. Release Control

High performers often struggle to let go of doing because that’s where they’ve always found their value. True leadership impact comes from growing people, not just producing results. Redefine your team’s success metrics. Evaluate leaders not only on their results but also on their team’s growth rate, their embodiment of the company’s values, and their readiness to collaborate across functions.

3. Invite Feedback

As leaders rise, honest feedback often disappears. Without it, blind spots multiply. But authentic leaders don’t wait for feedback — they invite it. Invest in feedback-rich environments. Create systems and rhythms for inviting trusted feedback. Encourage leaders to follow every important engagement with simple questions about what they did well, where they missed the mark, and what needs to change. Find out how you and your leaders are actually showing up — not just what you’re delivering. Feedback isn’t criticism; it’s fuel for clarity.

The Takeaway

Investing in authentic leadership development isn’t a soft skill — it’s foundational.

When leaders stop performing and start leading authentically, they build trust that can’t be faked. And they become magnetic — the kind of leaders your people want to follow.

Ask yourself:

What’s one tangible thing you can change in your leadership culture this quarter to reward humility and curiosity over hierarchy?

If you’re ready to help your high-potential leaders move from performance to authentic moxie, let’s talk.

Together, we’ll develop leaders who lead with clarity, confidence, and courage — not just carbon copies.

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