Self-Awareness: The Leadership Superpower You Can’t Afford to Ignore
- The Change Agent
- Dec 14, 2025
- 3 min read
We’ve all worked with that leader. The one who believes they’re exceptional, while everyone else quietly exchanges knowing glances. They assume that everyone sees them the way they see themselves, and never question how they may come across. But what these leaders are often missing isn't intelligence, experience, or even good intentions. It's self-awareness.
Sigmund Freud once said, “Being entirely honest with oneself is a good exercise.” Wise words - but let’s be honest, it’s not an easy exercise. Most of us have blind spots, and the higher we rise in leadership, the harder it becomes to see them. As seniority increases, so does the likelihood that people will filter their feedback. Our words carry weight, and honesty often gives way to diplomacy.
"Most of us have blind spots, and the higher we rise in leadership, the harder it becomes to see them."
That’s precisely why great leaders don’t rely solely on gut instinct or self-reflection. They actively seek to understand how they show up to others.
Data beats guesswork every time
At The Change Agent, we employ two of the most trusted tools in leadership development: the Leadership Circle Profile 360 and the Hogan Assessments.
Why these?
Because they’re not surface-level personality quizzes designed to be entertaining. They are scientifically validated tools with strong reliability and predictive validity. In simple terms: they work.
The Leadership Circle Profile 360 acts as a powerful mirror, reflecting how others experience you as a leader — not just your strengths, but also the reactive patterns that may be limiting your impact.
The Hogan Assessments go a step further, helping leaders understand:
Their bright-side strengths
Their dark-side derailers that emerge under pressure
Their core drivers and values
Together, these tools provide a reality check that goes far beyond intuition and self-perception.
Ask, don’t assume
Even without formal assessments, feedback remains one of the most effective - and underused - leadership tools. The key lies in asking the right questions.
Try conversation starters such as:
“What’s one thing I should start, stop, or continue doing to support you better?”
“What did your previous manager do that you wish I did too?”
These questions invite honest dialogue without putting people on the defensive. And if you’re serious about growth, listen without interrupting, justifying, or explaining. (Yes - that’s the uncomfortable part.)
Self-awareness isn’t a destination. It’s a practice.
Building self-awareness is much like going to the gym. One visit won’t make a difference - but consistency changes everything. Leaders who invest in ongoing self-awareness are better equipped to build trust, foster psychological safety, and navigate difficult conversations with clarity and composure.
And here’s the real impact: self-awareness doesn’t just affect you. It shapes how your team experiences their work, their sense of belonging, and ultimately, their performance.
A final thought
If the only version of yourself you rely on is the one you see in the mirror, you’re missing half the story. Self-awareness isn’t about self-criticism... it’s about gaining the full picture so you can lead with intention.
Whether through validated tools like the Hogan Assessments and Leadership Circle Profile 360, or through thoughtful, courageous feedback conversations, the best leaders remain curious, especially about themselves.
Because the part of you that you don’t see is often the part that’s leading the room.
Ready to get started? Contact us today to explore how to take your leadership to new heights with personalised assessments and leadership training.
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