Well, what IS organizational authenticity?

Perhaps the notion of “organizational authenticity” needs some explanation before anyone can respond to a question about it.  So, let’s back up a bit.  Exactly what do I mean when I talk about “organizational authenticity?”

 The subject of authenticity has befuddled philosophers, writers, and artists for years. Even Plato with his cave kept himself awake wondering if what we perceive is really real or just an illusion as filtered through our own personal layers of perception.

 If we wanted to get down to the purest, most basic essence of authenticity, we’d enter the realm of quantum physics. This desk that’s holding up my computer right now is nothing but a swarming mass of pulsing atoms, as firm and as stable as gelatin. But science discussions usually make my head hurt, so let’s move on.

 “Is she for real?” Chances are whoever asked this question wasn’t referring to the metaphysical state of this person. Rather, the question refers to the person’s authenticity—is she genuine? And the answer is perhaps made most evident by observing behavior. Is this person behaving in a way that matches the messages she sends? Is the way in which I interact with her consistent with who she says she is? If the answer is yes, I believe in her authenticity.

 Just as this question is asked about people, it can be asked about organizations.

Does a given organization deliver on the promises it makes?  Does it offer what it says it offers?  Does its reputation match its reality?  As a consumer, you can probably think of many examples where companies have proven their authenticity to you or have failed to deliver.

Technically, the definition of organizational authenticity is this–the values, purpose, and passions that are at the heart of why any business, institution, or organization exists in the first place, and which drive what the organization is trying to achieve, as well as how it goes about doing it.

An organization’s authentic essence, for good or for bad, is real, and comes across in ways large and small, planned and spontaneous.  So now that organizational authenticity is better explained, what do you have to say about your experience with it?