There may be a limit on authenticity. My friends would argue that I’m not aware of one. I believe I have a limit.

There always seem to be a push from the HR and employee-engagement communities for more authenticity in the work place. Do we really want that?

We all play a role in life — like characters in a show or musicians in a band. Our productivity in our various roles is a function of many things: environment, capacity, skill, desire, genes, etc.

My output as a musician is not a function of my output as a friend.

I argue to abandon the idea of authenticity and opt for considered or effectiveness. Instead of asking “are you able to be your authentic self” I might ask, "are you able to produce work that you’re proud of; are you able use all of your skills, knowledge and capacity to do it; and do you believe you’re effective?”

Perhaps I’m asking a lot — as my friend Darryl says, “you’re known to ruffle feathers.”