Leadership starts with self-awareness
I initially approached the EMBA Module “Leadership & Empowerment” with Prof. Dr. Katharina Lange expecting structured discussions on teams, leadership models, and management frameworks. What I did not anticipate was how deeply personal the experience would become – right down to the exam, which turned out to be a reflection on myself. From the very beginning, one message was clear: leadership starts with self-awareness.
Confronting My Own Leadership Style
One of the first activities was an assessment of our individual leadership styles. On the surface, it sounded straightforward. It was unexpectedly confronting. You think you understand how you lead, but seeing your tendencies reflected in a structured way challenges that assumption. It made me realize that I often rely on certain behaviors, not necessarily because they are the most effective, but because they feel natural. That insight led to one of my key takeaways: while leadership style is influenced by personality, it should not be constrained by it. Leadership is not just instinct: it is a deliberate choice.
This idea resurfaced throughout the course. There is no single “correct” leadership style. Instead, effective governance lies in adaptability – the ability to read a situation and respond appropriately. Sometimes leadership requires directness; at other times, it calls for stepping back and listening. There are moments to push forward and moments to provide support. The real skill lies in knowing which approach to apply, and when.
When Pieces Don’t Fit Alone
One particularly impactful exercise was the puzzle simulation. We were divided into teams, each holding only part of the overall information needed to complete a bigger picture. No single team had all the pieces, and importantly, we were not fully aware of what others possessed. Initially, the dynamic felt fragmented. Each group focused inward, attempting to solve its own piece of the problem. Gradually, however, it became evident that progress depended on communication, trust, and collaboration across teams. While this may sound obvious in theory, experiencing it in real time was different. It highlighted how easily silos form, how quickly assumptions arise, and how critical it is to actively reach out and connect. It prompted me to reflect on how often similar dynamics occur in real organizational settings.
From Intention to Impact
Another important realization was that leadership is defined not by intention, but by impact. You may believe your communication is clear, but if others are confused, then it is not. You may think you are being supportive, but if your team does not experience it that way, there is a gap. This shift – from focusing on how I see myself to understanding how others experience me – was one of the most valuable aspects of the course.
We also explored how leadership evolves over time. Early on, management is often centered on execution and delivering results. As one progresses, the focus shifts toward people, alignment, and enabling others to succeed. This transition is not always easy, particularly for those accustomed to being hands-on.
Awareness Over Perfection
I did not leave the course with a perfectly defined leadership style. Instead, I left with something far more valuable: a deeper awareness of my patterns, my strengths, and my blind spots, and a clearer understanding that leadership is an ongoing process of learning, adapting, and refining.
