March 4, 2025
Early in my career, my focus was on numbers, performance metrics, and structured decision-making—essential aspects of leadership. But over time, I saw that while technical expertise is critical, it’s self-awareness that truly differentiates great leaders. In my work as an executive and performance coach, I’ve found that the most effective leaders are those who understand not just their strengths, but also their blind spots, triggers, and the way they impact others. A study by Harvard Business Review found that leaders with higher self-awareness make better decisions and foster stronger workplace relationships. Similarly, Korn Ferry research indicates that companies with more self-aware leaders tend to be more profitable.
The Power of Self-Awareness in Leadership
Leadership isn’t just about having the right answers—it’s also about understanding how your presence, decisions, and behaviour impact those around you. Despite its importance, research suggests that while most people believe they are self-aware, the actual number is much lower. This gap can create significant challenges in leadership.
A lack of self-awareness can show up in subtle ways:
- A leader who sees themselves as decisive but is perceived as dismissive.
- A manager who believes they are approachable but whose team finds them intimidating.
- An executive who prides themselves on efficiency but leaves others feeling unheard or undervalued.
Without self-awareness, these blind spots can damage relationships, reduce trust, and create disengagement within teams.
The tried and tested Johari Window model helps individuals understand and improve their self-awareness and interpersonal relationships.
- Open Area – What is known both to you and to others. Example: A leader who is known for their strong analytical skills and openly recognises this strength.
- Blind Spots – What others see in you but you don’t see in yourself. Example: A manager who believes they are a great listener but frequently interrupts their team without realising it.
- Hidden Area – What you know about yourself but choose not to reveal. Example: A senior executive who struggles with imposter syndrome but keeps these doubts to themselves.
- Unknown Area – What neither you nor others are aware of yet. Example: A leader who has never been in a crisis situation and is unaware of how they might respond under intense pressure
Great leaders actively shrink their blind spots by seeking feedback and expanding their open area.
How can leaders uncover blind spots and gain unfiltered feedback?
Getting honest, unfiltered feedback is essential for self-awareness, but it can be difficult when you’re in a leadership role. Here are some ways to ensure you’re getting the full picture:
✅ Use Anonymous Surveys People are more honest when they feel safe. Tools like Google Forms or 360-degree feedback platforms can help.
✅ Encourage a Culture of Open Feedback Make feedback a normal, ongoing process rather than a formal, high-stakes event.
✅ Ask Specific Questions Instead of “How am I doing?” ask, “What’s one thing I could do to support you better?”
✅ Engage a Third Party A coach or consultant can gather and distill feedback without bias.
✅ Observe Nonverbal Cues Watch how people react in meetings—hesitation, silence, or forced agreement can indicate underlying issues.
✅ Model Vulnerability If you admit your own mistakes or areas for improvement, others are more likely to reciprocate with honest input.
Beyond feedback, here are some practical ways to strengthen self-awareness as a leader:
✅ Practice Self-Reflection Take 10 minutes each day to reflect: What went well today? What could I have handled differently? Journaling or voice notes can help capture patterns over time.
✅ Observe Your Impact Notice how people react to you in meetings or one-on-ones. Do they seem engaged or hesitant? Are they energized or cautious? The way others respond is often a mirror of your leadership presence.
✅ Work with a Coach or Mentor An executive coach or a trusted mentor can provide a sounding board and challenge assumptions, helping you see yourself from a fresh perspective.
✅ Tune into Emotional Triggers Self-awareness isn’t just about strengths—it’s about understanding what pushes your buttons. What situations frustrate you? When do you become defensive? Recognising these moments can help you respond more thoughtfully.
Self-awareness is a skill that develops over time. The best leaders are committed to understanding themselves and growing from feedback.
By continuously developing self-awareness, leaders not only enhance their own effectiveness but also create stronger, more engaged teams and a healthier workplace culture.
I’d love to hear your thoughts.
How do you cultivate self-awareness in your own leadership? What’s helped you identify and work on your blind spots?
Eilish Saba Coaching 