Promote self-realisation: The secret recipe for success for leaders

Why promoting self-realisation is crucial for successful leadership

If you want to have a truly sustainable impact as a leader, you should promote self-realisation. Because only those who know themselves, live their values and allow for growth can lead teams authentically and realise their personal potential. Promoting self-realisation means consciously developing your own personality and being a role model for others. This is not about rigid concepts, but about an individual journey of discovery that leads to greater clarity, inner balance and effectiveness.

Managers often face complex challenges that they can only master if they consciously manage their mindset, emotions and behaviour. Promoting self-realisation should therefore become an integral part of personal development. Promoting your own strengths and values creates the basis for shaping leadership in an authentic, responsible and future-orientated way.

Promote self-realisation: The three pillars of personal fulfilment

Successful leaders rely on the connection between body, mind and soul in order to promote self-realisation. This tripartite division can be seen in the integration of mindset, heartset and soulset. Mindset stands for the conscious control of thoughts and beliefs. Heartset refers to the emotional intelligence and empathy that must grow in the manager. Soulset, on the other hand, describes a deep connection with one's own inner core and personal values.

Through regular self-reflection, managers learn to recognise old patterns and strengthen useful beliefs. Practical examples show how the targeted questioning of one's own thought patterns leads to more flexibility and inner freedom. Methods such as journaling and coaching support the development process in the long term.

BEST PRACTICE at company XYZ (name changed due to NDA contract) One manager used 20 minutes a day for self-reflection by means of journaling and accompanying coaching. This enabled her to better recognise her own stress triggers and consciously take countermeasures. This not only boosted her own energy levels, but also the quality of communication within the team.

Strategies for integrating self-realisation into your day-to-day management work

Clear objectives, priority management and conscious routines help to systematically anchor the promotion of self-realisation. A proven approach is to link personal values with the corporate vision so that authentic action is in harmony with the organisational culture. It is equally important to schedule time for concentrated reflection, for example by setting „thinking blocks“ in the calendar.

Furthermore, the establishment of regular reflection phases, either alone or in a team, supports awareness of the need for change and opportunities for growth. This creates a continuous improvement process that not only strengthens your own leadership performance, but also increases the motivation and commitment of the team.

BEST PRACTICE at ABC (name changed due to NDA contract) In a medium-sized company, a CEO introduced 90-minute daily thinking blocks in which he reflected strategically and set priorities. This led to a measurable increase in the quality of decision-making and a better balance between work and private life.

Methods for the targeted promotion of self-realisation

A variety of methods support the structured implementation of self-realisation. Coaching approaches such as the GROW model (Goals, Reality, Options, Will) help to clearly define personal and professional goals and develop practical options for action. The focus here is on realistic steps and personal responsibility.

Another example is Carl Rogers' person-centred conversation technique, which stimulates personal growth through authenticity, empathy and appreciation. In this way, managers can strengthen awareness and self-confidence without losing themselves in external expectations.

BEST PRACTICE at the consulting company DEF (name changed due to NDA contract) As part of a leadership coaching programme, a structured reflection process was introduced that used the GROW model. This helped the manager to clarify their goals and implement them strategically. The autonomous development showed demonstrably positive effects on team dynamics and efficiency.

Promoting self-realisation: Practical tips for leaders

In order to actively promote self-realisation, daily self-reflection is recommended in order to question your own thoughts, feelings and actions. Keeping a diary can help to gather insights and recognise growth steps. Obtaining feedback from trusted sparring partners or coaches is just as effective.

Managers should also learn to delegate tasks based on strengths and consciously see breaks as a resource. Healthy vitality management protects against overwork and increases performance in the long term. This also includes focussing routines on essentials and practising „meeting diets“, i.e. reducing the time spent in meetings.

My analysis

Consciously promoting self-realisation is the secret recipe for success for sustainable leadership. Those who continuously develop their personality create a solid foundation for authentic and effective behaviour for themselves and their team. The combination of self-knowledge, clarity of purpose and systematic self-management opens up ways to act more calmly and purposefully in challenging situations.

Leaders who see promoting self-realisation as an integral part of their development process not only strengthen their own resilience, but also inspire colleagues to be more committed and innovative. Individual growth and the associated balance between aspiration and recovery form the basis for success in dynamic working environments.

Further links from the text above:

[1] Self-realisation - TRANSFORM YOUR LIFE

[2] Self-leadership Leader: 6 principles for more efficiency

[3] Self-realisation: 5 steps to happiness

[4] Self-leadership for managers | Strategies & methods

[6] The 7 most effective executive coaching methods

Legal notice: Coaching does not replace therapy. It serves personal development. I do not diagnose or promise a cure. My offer is for personal development and is not a substitute for medical, psychotherapeutic or curative treatment. Please consult a medically qualified specialist if you have any health complaints. The experiences described here are based on individual feedback from my clients. They are not a guarantee of success and do not replace medical or therapeutic counselling. For more information and if you have any questions, please contact Contact us on the topic or read further blog posts on the Topic here.