eadership can be differentiated into two areas: (1) the practical approach; and (2) the theoretical approach.
与许多领导力理论不同，真正的领导力仍处于发展的形成阶段。关于真正领导的提法可以分为两个方面：（1）切实可行的方法；（2）理论方法。
On the practical approach side: Bill George identifies five dimensions of authentic leadership: purpose, values, relationships, self-discipline, and heart. In Susan’s case, which aspects will appropriate to her are values, relationships and heart. Values or values and behave means leaders who have a clear idea of who they are, where they are going, and what the right thing is to do. (Northouse 2017, p199) In this aspect, Susan need to realize that she is a leader, she just need to uses her value guide her leadership instead of hands-on everything. Relationship refer to leaders have the capacity to open themselves up and establish a connection with others. Through mutual disclosure, leaders and followers develop a sense of trust and closeness. (Northouse 2017, p199). The mean reason that Susan’s staff opposition to her is she never talk to them and address the source of problems. It makes their relationship became distant and lack of trust. Therefore, she should to communicate with her subordinates to create a trusting relationship. Heart and compassion is an important aspect of AL. It refers to being sensitive to the plight of others, opening one’s self to others, and being willing to help them. (Northouse 2017, p200) Susan like her staff have high efficiency and doesn’t suffer fools lightly. But, as an AL she need to empathizing with others and try to help them pull through.
在实践方法方面：Bill George确定了真正领导力的五个维度：目标、价值观、人际关系、自律和内心。在苏珊的案例中，哪些方面适合她是价值观、人际关系和心灵。价值观或价值观和行为意味着领导者清楚自己是谁，要去哪里，以及正确的做法。在这方面，苏珊需要意识到自己是一个领导者，她只需要用自己的价值观来指导她的领导，而不是事必躬亲。关系是指领导者有能力敞开心扉，与他人建立联系。通过相互披露，领导者和追随者培养了信任感和亲密感。。苏珊的员工反对她的刻薄原因是她从不与他们交谈，也从不解决问题的根源。这使得他们的关系变得疏远和缺乏信任。因此，她应该与下属沟通，建立信任关系。心和同情心是AL的一个重要方面。它指的是对他人的困境保持敏感，向他人敞开心扉，并愿意帮助他人。苏珊和她的员工一样效率很高，不会轻易上当受骗。但是，作为一名AL，她需要同情他人，并努力帮助他们度过难关。
On the theoretical approach side, Walumbwa identified four components: self-awareness, internalized moral perspective, balanced processing, and relational transparency. In Susan’s case, balanced processing, and relational transparency will be appropriate. Balanced processing It refers to an individual’s ability to analyze information objectively and explore other people’s opinions before making a decision. (Northouse 2017, p203) When Ben has different idea with Susan, as an AL, who will open about her own perspectives, but are also objective in considering others’ perspectives. In another word, she need give more time to Ben to complete his idea before her tell the GM. Relational transparency is about communicating openly and being real in relationships with others. As previously mentioned about relationship, Susan need to talk with her staff more not only Job-related but also about daily life.
在理论方法方面，瓦伦布瓦确定了四个组成部分：自我意识、内化的道德视角、平衡处理和关系透明度。在Susan的案例中，平衡的处理和关系透明度将是合适的。平衡处理是指个人在做出决定之前客观分析信息并探索他人意见的能力。当Ben与Susan有不同的想法时，作为一名AL，她会公开自己的观点，但也会客观地考虑他人的观点。换句话说，在她告诉总经理之前，她需要给本更多的时间来完成他的想法。关系透明是指在与他人的关系中公开沟通和真实。正如前面提到的关系，苏珊需要和她的员工更多地交谈，不仅与工作有关，还与日常生活有关。
It is noteworthy that there are other factors such as positive psychological capacities, moral reasoning, and critical life events that influence authentic leadership. (Northouse 2017, p203) A lot of findings show that AL is directly and positively related to followers trust in the leader and the experience of positive emotions. (Agote&Aramburu 2016) Susan could show more positive emotions just like confidence, hope and so on. It will have a positive impact to implement AL.
List of references 参考文献
Agote, L. Aramburu, N. Lines, R. (2016), Authentic leadership perception, trust in the leader, and followers’ emotions in organizational change processes. The Journal of Applied Behavioural Science, Vol. 52, (1), 35-63.
Anderson, M. H. Sun, P. Y. T. (2015), The downside of transformation leadership when encouraging followers to network. The Leadership Quarterly, 26, 790-801.
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