This article explores how authentic leaders enable learning in organizations through the mechanism of dialogue. Using Crossan et al.'s multi-level framework, we examine how top managers who exhibit the authentic leadership capabilities of self-awareness, balanced processing, self-regulation and relational transparency can shape an organizational culture characterized by authentic dialogue. This culture then supports feed-forward and feedback learning across individual, group and organizational levels, promoting and reinforcing double-loop learning. We develop propositions that integrate the leadership and organizational learning literatures and offer suggestions for future research.
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