Living and Leading Audaciously Authentic with Anadel Alberti

Rita Mercer Author

Discover Anadel Alberti’s insights on authentic leadership, burnout solutions, and building purpose-driven workplaces.

In today’s workplace, conversations about burnout, leadership, and employee well-being are becoming more urgent than ever. Leaders are searching for ways to build thriving, sustainable cultures, while employees long for authentic spaces where they can bring their whole selves to work. On The Daring Well Podcast, I sat down with Anadel Alberti, CEO and founder of Audaciously Authentic, an international speaker, and a professional certified coach who is on a mission to transform leadership from transactional to transformational.

Anadel’s work is rooted in her own personal journey of rediscovering authenticity after years of corporate burnout and silence. In this blog post, we’ll unpack her insights on why authenticity matters, how organizations can address systemic burnout, and what it truly means to be an audaciously authentic leader.

The Why Behind Audaciously Authentic Leadership

Anadel’s path to coaching and consulting began with her own struggles in the corporate world. Like many professionals, she faced a workplace culture where psychological safety was rarely discussed, and mental health support was limited. Over time, she created a mask of perfection while quietly carrying the weight of stress and exhaustion.

Eventually, the pressure took its toll. Through yoga, mindset work, and reconnecting with her inner child, Anadel rediscovered her authentic voice and realized her purpose: to equip others with the tools for psychological well-being and authentic leadership.

Her “why” is powerful because it comes from lived experience. She knows firsthand the danger of losing oneself in the hustle of achievement—and the transformation that comes when leaders embrace authenticity.

Burnout: A Systemic Problem, Not Just an Individual One

Burnout is not simply about individual resilience. Anadel highlighted that 72% of the global workforce reports suffering from burnout, a staggering number that costs organizations over $300 billion annually in turnover, sick days, and lost productivity.

Too often, companies see burnout as a personal failing rather than a systemic issue. Leaders focus on technical skills and ROI while neglecting the mental health and well-being of their teams. But the result is predictable: high turnover, absenteeism, disengagement, and a culture where employees quietly withdraw.

Key drivers of burnout include:

• Excessive workload and unclear expectations
• Lack of psychological safety in the workplace
• Cultures that prioritize productivity over well-being
• Leadership changes without adequate support or training

Addressing burnout requires organizations to step back and assess the system, not just the individuals within it.

The Benefits of Prioritizing Well-Being

If burnout has devastating consequences, the inverse is also true: when organizations invest in employee well-being, the payoff is enormous. Employees feel more engaged, more creative, and more connected to the company’s purpose.

When leaders provide safe spaces and growth opportunities, they create a culture where people don’t just show up for a paycheck—they choose to stay and contribute wholeheartedly. Teams become more innovative, aligned, and collaborative.

Benefits of well-being-focused leadership:

• Increased employee commitment and retention
• Higher levels of creativity and problem-solving
• Stronger team alignment and trust
• A culture where employees feel valued and supported

Moving Beyond Transactional Leadership

One of the key themes Anadel emphasizes is the shift from transactional leadership to transformational leadership. In transactional systems, employees are treated as numbers—outputs measured only by productivity and results. In contrast, transformational leadership engages the whole person, valuing their experiences, emotions, and voices.

Organizations that co-create with their employees rather than dictate from the top see more sustainable results. This collaborative approach builds ownership and belonging, leading to authentic buy-in.

Transformational strategies include:

• Listening to employees through surveys and focus groups
• Encouraging two-way communication rather than top-down directives
• Offering continuous training and development, not one-off workshops
• Creating pathways for self-reflection and personal growth

Practical Strategies for Organizations

So, what can organizations do today to shift toward an audaciously authentic culture? Anadel shared several strategies that leaders can begin implementing immediately.

1. Assess Employee Needs – Begin with surveys, focus groups, or one-on-one conversations to understand how employees view culture, expectations, and workload.
2. Support Leadership Transitions – When promoting or reassigning leaders, ensure they are equipped with the necessary communication and emotional intelligence skills.
3. Invest in Continuous Learning – Training shouldn’t be a checkbox. Ongoing coaching, reskilling, and mindset work are essential for lasting cultural change.
4. Model Authentic Leadership – Leaders must walk the talk by demonstrating vulnerability, empathy, and self-care.

When leaders model authenticity and well-being, they give permission for their teams to do the same.

Defining the Audaciously Authentic Leader

Anadel describes an audaciously authentic leader as someone who recognizes that their influence matters. Every word, action, and decision has an impact—not just on outcomes, but on people’s lives. With that awareness comes responsibility.

Such leaders don’t shy away from showing vulnerability or living with purpose. They understand that leadership is not about control, but about influence, service, and legacy.

Qualities of an audaciously authentic leader include:

• Living from passion and purpose
• Leading with gratitude and empathy
• Recognizing their influence on others
• Showing up consistently for themselves, their teams, and their communities
• Building a legacy that outlasts their tenure

Passion and Purpose: The Heart of Leadership

One of the most striking statistics Anadel shared is that 80% of people worldwide are not living from their passions or purpose. Many lose touch with their authentic desires early in life, influenced by societal expectations or limiting beliefs.

When leaders reconnect with passion, everything shifts. They show up with more energy, creativity, and resilience. Their influence inspires others to do the same, creating a ripple effect throughout the organization.

Organizations that foster purpose-driven leadership see stronger alignment with their vision and mission. Employees are no longer just filling roles—they are contributing to something meaningful.

Gratitude and Empathy as Leadership Tools

Gratitude isn’t just about saying “thank you.” It’s about cultivating a mindset of presence and appreciation. Leaders who lead with gratitude create environments of empathy and trust.

When leaders show up with gratitude, they model presence, patience, and openness. This fosters deeper conversations, stronger relationships, and a culture of support. Gratitude-centered leadership shifts energy in the workplace and inspires employees to bring their best selves forward.

The Power of Legacy and Social Impact

Anadel also emphasized the importance of legacy. True leadership is not about short-term wins but about creating something that outlasts you. Legacy means making a positive impact on your teams, your organization, and your community.

Some organizations focus on social impact only as a tax benefit, without involving their employees. But when employees are included in service initiatives, they connect with a greater sense of meaning and purpose. Serving others fosters resilience, empathy, and holistic well-being.

Ways leaders can build legacy and impact:

• Involving employees in community service initiatives
• Embedding social responsibility into organizational culture
• Creating programs that outlive one leader’s tenure
• Focusing on long-term cultural transformation, not just short-term ROI

Key Takeaways for Leaders

As we wrapped up the conversation, Anadel left listeners with one powerful reflection: “How am I showing up?” This question applies both personally and professionally. Leaders must examine how they show up for themselves, for their teams, and for their organizations.

When leaders prioritize self-awareness and authenticity, they create cultures where employees feel safe, valued, and inspired. That’s where true transformation happens.

Final reminders for leaders:

• Your influence matters—use it wisely.
• Authenticity fosters trust and innovation.
• Burnout is systemic, not individual—fix the system.
• Well-being is the foundation of sustainable success.
• Legacy is built through service and impact.

About Anadel Alberti

Anadel Alberti is the CEO and founder of Audaciously Authentic, an organization dedicated to transforming leaders and organizations through coaching, consulting, and team alignment programs. She helps small and mid-sized companies build momentum and achieve sustainable results by centering authenticity, purpose, and well-being.

You can connect with Anadel at www.au2movement.com or find her on LinkedIn and Instagram under Anadel Alberti.

Conclusion

Living and leading audaciously authentic is not just a catchy phrase—it’s a blueprint for transforming workplaces, communities, and lives. Through passion, gratitude, empathy, and legacy, leaders can shift from burnout-driven cultures to thriving, purpose-filled organizations.

As Anadel reminded us, the first step is simple but profound: ask yourself, How am I showing up? The answer may be the key to creating the culture, community, and legacy you’ve always envisioned.

Lean into coping skills with this

Self-Care Journal

Are you looking for more inspiration for wellness tips & coping skills?

Check out The Daring Well Podcast:

• YouTube
• Spotify
• Apple Podcasts

Categories: : Burnout, Leadership, Wellness