It’s Never Too Late to Be Yourself

 

In the world of pharmaceutical and biotech companies across the UK and Europe, a silent assumption often rules the day: conformity equals safety. Employees are taught early on: stay polished, stay neutral, and above all, avoid any expression that might unsettle the status quo. Yet the real risk isn't speaking up—it’s how much we lose in the silence.

I can personally relate to this message from the global recruitment and executive search world. I felt extremely uneasy that political savvy over talent was being rewarded.

 

 

The Invisible Pressures

 

Even in agile SMEs, compliance, investor oversight, or the weight of regulatory scrutiny can make employees wary. You see it in endless email approvals, cautious internal communiqués, and reluctance to take a stand. When every word might be scrutinised—possibly even picked over by legal or risk teams—we default to silence. And that silence becomes the norm.

I have worked with some elite recruiters, or often referred to as ‘billers’ who are in most cases, mavericks. Success creates more opportunity to adapt to and raw talent at all ages rarely gets this right. Lorded high achievers are typically being well managed or have wonderful support system around them. These support systems and managers across the whole of business silence the bad noise, accept talent needs guiding and crucially are understanding of mistakes no matter how big the issue.

 

Real Voices, Real Change

 

- Fiona Stilwell, CEO of a UK training provider, describes why authenticity matters:
“If you’re not authentic… you won’t be able to bring a team along with you… showing a little bit of weakness, a bit of vulnerability is actually a strength.”

- Across Europe, voices at SMEs are echoing the same message: authentic leadership isn't an optional extra—it’s essential. A prominent LinkedIn research piece shared that 86% of employees value authentic leadership—leaders who are honest about their own flaws, own their mistakes, and act consistently with their values.

These aren’t leaders from massive global corporations—they’re running smaller, mission-driven organisations where authenticity and trust are the differentiators.

On a personal level, it reminds me of the old school football managers like Bobby Robson or Bryan Clough. Taking accountability for culture and precarious talent and being wonderfully authentic and memorable.

 

Why Authenticity Matters

 

1. Trust fuels performance: Teams who know their leaders are real, not rehearsed, bring energy, innovation, and resilience.

2. Psychological safety is earned, not granted: HR campaigns don’t create trust—it’s built in day-to-day interactions where vulnerability, respect, and accountability are modelled.

3. Strong cultures with human moments survive better: Mistakes happen. Families need attention. When people feel seen and trusted, they’ll bring their best—even through disruption.

I am lucky to sit here as I write this having seen the great and the truly terrible. I am lucky because it enables me to be more effective in how I advise clients and the forgotten skills of matching people to people in a recruitment process. Additionally, it gives me hope to build a business for the future that will avoid the toxic experiences and relationships that led to this point.

 

 

A Global Reflection: Politics & Business

 

Look at global politics—neutral and non-committal voices often lead to mistrust and disengagement. Conversely, leaders willing to stand, own a viewpoint, and lead through conflict create followership. It’s no different in business. Authenticity—done respectfully—isn't division; it’s connection.

Nobody is perfect and the best leaders and mentors I have worked with have enabled me to make the most of my talent and avoid fatal flaws. Sadly, like global leaders, we don’t always get this right. Surely the right answer is to accept the best person / product / service and way of doing something should be the way forward. Not left, right or centre. Reward outcomes and elite motivation while understanding life is hard! Use our life experience to support those less experienced or fortunate and good things happen.

 

Ready to Re-Energise? Let’s Talk.

 

If you’re at a point where you’re thinking:

“My career needs a recharge.”

“I want to cut through distractions and feel purposeful again.”

“I crave impact, not just income.”

 

Being yourself is the perfect starting point.

Honesty, vulnerability, conviction—regardless of the outcome—can open doors. They signal to future employers, bosses, or clients: this is who I am, and this is what I stand for. It sows seeds for meaningful relationships and opportunities that feel like progress, not just another job.

I’m reminded of a dear ex-colleague, now a close friend, whose unapologetically positive outlook once struck me as scripted or political. How wrong I was. Over more than a decade of watching his journey to becoming a successful business leader, I’ve come to see that his energy and optimism are entirely genuine—they are his authenticity. He takes pride in proving doubters wrong, but he’s equally open to learning from those with quieter voices or more measured styles. His success isn’t despite his personality—it’s because of it. And that’s the point: when we lead with who we truly are, we give others permission to do the same.

 

Let’s Talk with Andrew Davis

Andrew Davis, founder of Allerton Bishop, believes in building trust-based relationships rooted in authenticity. If you want to explore how to reset your professional narrative—whether you’re considering a new role, pivot, or simply need clarity—let’s talk. If you are business searching for a trusted search partner who can find you the right people—let’s talk.

 

Reach out, share your story, and together we’ll spark a conversation that could change everything.

Contact: +44(0)7958 109399

Email: andrew.davis@allertonbishop.co.uk