Successful Leadership in Times of Uncertainty and Change – Part 1/3 SUCCESSFUL LEADERSHIP REQUIRES SELF-LEADERSHIP

Successful Leadership in Times of Uncertainty and Change – Part 1/3

SUCCESSFUL LEADERSHIP REQUIRES SELF-LEADERSHIP

I am often asked: What is the key to successful leadership?

Leadership is tested most in times of uncertainty and change – and that is exactly what many are experiencing today. In such times, strong leadership becomes one of the most important keys to success. But there is no magic wand that solves everything quickly and easily. Leadership is an ongoing journey.
That is why I am launching a three-part mini-series, sharing reflections on how we can prepare ourselves – through self-leadership, the ability to lead others, and building successful teams.

Here is Part 1: Why everything begins with the ability to lead yourself.

“Knowing yourself is the beginning of all wisdom.” ~ Aristotle

All leadership starts from within. It doesn’t matter how strong our processes or strategies are – if we cannot lead ourselves, it will be difficult to lead others.

I have met many leaders who try to achieve results by placing the responsibility for development entirely on their employees: “What goals will you reach? What do you need to do?” But successful leadership requires more. It requires self-leadership.

So, what does that mean? To me, self-leadership is the ability to take responsibility for your own work, develop yourself, create structure, and contribute to the whole – in short: to lead yourself in everyday life.

At the core lies self-awareness: the ability to see yourself clearly – both strengths and weaknesses – and to understand how your behavior affects relationships and results. What values guide me? Are they truly mine? And how often do I give myself time for reflection?

Developing self-leadership also means being a role model. Living what you preach. Offering generous, genuine feedback – and receiving it with openness. Acting fairly and consistently. Daring to be human, to show emotions and at times vulnerability – with your own faults and shortcomings. That is when trust is built.

The challenge – when leadership stays at the surface

Many leaders are blind to how their behavior is actually perceived. We judge ourselves by our intentions, while others only see our actions. The result? Misunderstandings, lack of trust, and the feeling that communication is not working.

Employee surveys repeatedly highlight the same areas for improvement: poor communication, weak leadership, and too little positive feedback. But surveys rarely provide the concrete insights leaders truly need to grow. Why? Because they are anonymous and impersonal. How can I find the essence when I don’t know who needs what from me – and cannot have a constructive dialogue where we build understanding and development together?

Tools that make a difference

Strengthening self-leadership requires more than surveys and goodwill. We offer three concrete ways forward:

Individual leadership coaching – a professional conversation where you explore strengths, values, and blind spots with a neutral partner – confidentially and with clear, goal-driven approach.
Transparent 360° feedback – not only to reveal how your leadership is perceived, but also to identify development opportunities that enhance both leadership and relationships. To support this, we apply the SDI (Strength Deployment Inventory), a research-based tool widely recognized for its ability to increase self-awareness and improve interpersonal effectiveness.
Leadership training – learn a coaching approach to leadership through theory, hands-on practice, and tools you can apply immediately. This can be done with or without international certification.

Questions for you as a leader

How often do you systematically reflect on your leadership?
When was the last time you received honest and transparent feedback on your leadership style?
How skilled are you at listening – both to yourself and to others?

Questions for you as an executive, CEO, or HR director

How does your organization create conditions for self-leadership?
In what ways do you support leaders in succeeding in their roles?
How regularly do you follow up on leaders’ goals and progress?

Successful leadership always begins with yourself. The next step? The ability to lead others. I will share more about that in Part 2. In Part 3 of this mini-series, I focus on building strong high-performing teams.

Strong leadership doesn’t just deliver results – it also creates time, energy, and well-being for you, your team, and your organization. So, take a brave step to truly get to know yourself! And know that we’re always here to support you.

Digitally & on-site – in Finland, Sweden, the Nordics and Europe. In Finnish, Swedish and English.

“What lies behind us and what lies before us are tiny matters compared to what lies within us.”

~ Ralph Waldo Emerson

Christine shares her thoughts on coaching, leadership, and life.

Christine Suvanto, ICF MCC, has been working as a professional coach since 2012, with both individuals and groups, privately and in companies internationally. Executive, Business, Career, Life – Christine supports and challenges you to develop. She trains, coaches, and also serves as a mentor coach both in Finland and globally (WBECS). She also utilizes the SDI tool (Strength Deployment Inventory) in communication, conflict management, and development tasks.

Christine's previous publications

Employee surveys – Part 4 We want more positive feedback

27.02.2026

And just as often, managers say:

“But I give plenty of feedback.”

So who is right? Both. And neither.