Authenticity isn’t fluffy unicorn doo-doo and we’ve got the proof to back it up.

In this episode, Erin and Nicole share highlights of b Authentic Inc’s new study, “Authenticity in the Workplace.”

At first glance, it may seem like a tall order to prove that authenticity works in the workplace. After all, how can you measure something as subjective and intangible as trust or respect? But rest assured – we have the data to back up our claim.

Curious to see how much of a difference authenticity really makes in a company? You won't want to miss this one (or its mind-blowing results!)

The Impact of Authenticity in the Workplace National Study

If you’d like quick tangible tips and practical corporate career advice to level up your authentic leadership, download the 10 simple “plays” to stop selling out and start standing out at https://bauthenticinc.mykajabi.com/freebie  

To connect with Erin and/or Nicole, email: [email protected] 

If you like jammin' with us on the podcast, b sure to join us for more fun and inspiration!

•  Follow b Cause on Twitter (really it's mostly Nicole)  

•  Follow Erin on LinkedIn or Instagram 

•  Join the b Cause Podcast Facebook Group 

•    Take our simple, fun and insightful"What’s your workplace superhero name?”quiz

•   Unleash your Authentic Superpower with Erin’s book,"You Do You (ish)" 

• Check out our blog for more no-BS career advice 

• Work with Us

• Or just buy some fun, authentic, kick-ars merch here

DISCLAIMER: This episode is not explicit, though contains mild swearing that may be unsustainable for younger audiences.

Tweetable Comments

• “People that worked at authentic companies were four times more likely to say there's a high level of trust with them.”

• “People that work for authentic managers were six times more likely, 600% more likely to follow them.”

• “You just put on chapstick and now you look glowy and nice. And I'm trying to secretly get half off camera so I can shove a Cadbury creme egg in my mouth.”

• “Authentic culture is more important than the diversity in a company. Intuitively it makes sense because if I go work for a company that has all the right numbers, you know, 50% of women in leadership roles. It has 30% people of color…But if those people can't be themselves or if it feels contrived or controlled or tokenized in some way it can actually go backwards.”