top of page

Mirror of leadership: How self-reflection can revolutionise corporate culture

It happens again and again: talented and committed employees leave the company, and the reasons for this are often sought in external factors. But how often do we, the managers, scrutinise our own role in these decisions? Self-reflection as a manager is still treated rather neglected in many companies - a situation that urgently needs to be changed.

A headline from the last few days that inspired me to write this post, or rather almost prompted me to do so, was: It is not yet common for managers to reflect on their own mistakes when their employees resign.


Self-reflection - why it is essential

Self-reflection not only enables us to recognise our own mistakes and wrong decisions, but also offers us the opportunity to learn from them. It is not about constantly criticising yourself, but rather about creating an awareness of your own actions and their effects. This not only promotes personal development, but also strengthens the trust and loyalty of employees. It also leads to others learning and embarking on the same path.

Advantages of self-reflection

  • Improved communication: By analysing their own weaknesses and strengths, managers can communicate more effectively and resolve conflicts more constructively.

  • Increased employee loyalty: When employees see that their superiors are also willing to work on themselves and admit mistakes, this strengthens interpersonal relationships and loyalty to the company.

  • Culture of innovation: A culture that recognises mistakes as a learning opportunity promotes innovation. Employees and managers who are not afraid of making mistakes are more courageous in their decisions and more creative in their solutions.

Disadvantages and challenges

The biggest challenge of self-reflection often lies in overcoming one's own pride and fear of admitting weaknesses. Shame and guilt are often the underground drivers that vehemently maintain the resistance to looking at oneself. Taking an honest look and having the clarity to reflect on oneself requires courage and a strong leader. In some corporate cultures, this can lead to unrest and anxiety in teams and departments in the short term, but in the long term it leads to a healthier, more resilient organisation.


A new world of work through self-reflection

Let's imagine a working world in which self-reflection and continuous personal development are standard. Such a world would be characterised by empathy, openness and a deep human connection that goes far beyond the usual professional relationships. Leaders who embrace this practice create an atmosphere of safety and trust that allows every employee to realise their full potential and show themselves for who they really are.

Fear and closed-mindedness are already a thing of the past here.

Why coaching can be the key

This is where coaching comes into play. Professional coaching offers a protected space for managers to look at themselves critically - and yet favourably. It serves as a mirror and as a catalyst for personal development, but also for the development of the team, the company, processes and much more. Through targeted questions and methods, a coach helps to recognise blind spots and promotes self-reflection in a way that has no place in the hustle and bustle of everyday life and is often overlooked.

Investing in coaching is therefore an investment in the future of the organisation and its members. It is time that we not only promote this type of personal and professional development, but also recognise it as an essential part of our business world and corporate culture.


Coaching can provide you with targeted support in overcoming upcoming challenges at every stage - internally in the team or as a leader in the company. Let's work out together how I can provide you in your individual situation with optimal support and customised assistance.

Contact me to take your next steps

Nicole Dildei Coaching

+49 157 58 267 427

Book your free, initial info call with me here

Please share the post on:


bottom of page