The Self-Aware Leader - Your Gateway to Higher Emotional Intelligence
Leaders often rise on technical expertise or business acumen, but staying effective over time hinges on something more subtle: your ability to align, inspire, motivate, and elevate others. A different competency is needed to succeed in leading others: Emotional Intelligence (EQ) - the ability to recognize, understand, and manage emotions in oneself and others - is consistently linked to leadership success. At the heart of EQ is self-awareness, the cornerstone that makes the other dimensions - self-management, social awareness, and relationship management possible.
Why Self-Awareness Fuels Leadership Success
Decades of research show EQ predicts leadership effectiveness more than IQ or technical skill (Boyatzis, 2018). The science shows that leaders with high EQ build stronger relationships, inspire trust, and sustain performance in all environments, and especially in volatile conditions. Without self-awareness, leaders are blind to the emotional signals that guide better decisions and create positive team climates.
Dr. Tasha Eurich’s large-scale study found that while 95% of people think they’re self-aware, only about 10–15% actually are (Eurich, 2018). This “self-awareness gap” can undermine credibility and derail careers. Her research distinguishes internal self-awareness—understanding your values, passions, and impact—from external self-awareness—recognizing how others perceive you. Effective leaders balance both.
Practical Steps to Grow Your Self-Awareness
Create a feedback loop. Seek regular, specific feedback from trusted colleagues or mentors. Additionally, anonymous 360-degree assessments can reveal blind spots you might overlook.
Practice mindful reflection. Schedule brief daily pauses to observe your emotional triggers and the impact of your decisions. Journaling or short mindfulness practices can heighten internal awareness. Is there a situation you need to ‘re-do’ because how you managed your own emotions impacted how others act or will act?
Ask “what” or “how” instead of “why.” “Wh”’ questions are great when identifying reasons to change, or big purpose, and vision. But “what” questions—“What patterns do I notice in my reactions?” and “how” questions – “How can we look at this from another lens?” drive forward-looking insights and avoid defensive rumination.
Notice emotional contagion. We are all vibrating beings, and individual energy is an “emotional contagion”. The leaders’ moods ripple through teams. Track how your emotions influence group energy and performance.
The Payoff
Leaders who intentionally develop self-awareness strengthen overall EQ. They communicate more clearly, navigate conflict with empathy, and inspire trust—capabilities that sustain high performance and resilience. Cultivating self-awareness isn’t a luxury; it’s a strategic imperative.
Learn More:
Contact Dr. Patti (DrPattiTampaCoaching@gmail.com) to discuss how leadership coaching focuses on self-awareness and high-impact actions.
Boyatzis, R. E. (2018). The competent manager: A model for effective performance. John Wiley & Sons.
Eurich, T. (2018). Insight: The surprising truth about how others see us, how we see ourselves, and why the answers matter more than we think. Crown Business.