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What makes authentic leadership?

We managers usually have the ambition to run straight away. The problem has been spotted and we jump straight into the solution, as if we can't bear the state of the problem, let alone endure it. However, it has been proven that hectic actionism destroys more than it brings, and you need far more resources for less output.

Slowing down in many areas is absolutely essential!

A good leader is characterised by the fact that he lets others do it. In this way, they not only promote personal responsibility, but also self-determination. In this way, they fully engage with their team and the challenges they face. He encourages his team by asking questions, allowing others to grow and gain experience.

Past developments

Unfortunately, uncertainty has risen sharply everywhere in recent years and so most managers have tended to take the reins back into their own hands. Control, fixed guidelines, top-down and micromanagement are once again dominating the corporate landscape. At the same time, leadership has become more demanding overall - in the modern era, the focus is increasingly on humanity. Which manager has already tidied up their own life, knows who they really are and is able to lead teams authentically, competently and with confidence?

Exactly. Very few.

The merciless and inhuman demand that has prevailed at some point that the boss must be able to do everything alone leads to the manager falling into the trap of being overwhelmed - too much, too complex, too often. The permanent pressure and resulting stress, the permanent lack of real holidays, the inability to switch off during the few rest periods, etc. not only lead to burnout, but for many people have long since led to burnout, the permanent over-excited burnout.


My experience over the past few years has shown that good minds become preoccupied with pointless endless topics, no longer fulfil their own requirements, try to compensate for this by working harder until they fall out of their jobs with a full-blown burnout and total emptiness, need a long time to regenerate and often take a different path.


Status quo in many companies

Because unfortunately, what does normal everyday life look like in most companies? We don't take the time to think, feel or sense, in which we can recognise connections, draw conclusions or follow our intuition. Instead of running straight off, it is often opportune to listen first in order to get an idea. We don't allow solutions to develop. We think we have to have everything under control and therefore set guidelines. But new requirements demand new ideas for solutions. These cannot develop in the familiar environment with the tried and tested behaviour patterns. Our brain no longer gets a break.

Our "daily business" slowly turns into the enemy of what is really important. We are so busy with a thousand things that we completely lose sight of the essentials.

Future developments

The new work culture will finally include conscious breaks again, which will ensure that our system comes to rest again, we refuel and gather new strength for the next issues that need to be dealt with mindfully and carefully.

It is more about the person themselves, their consciousness and, above all, their mental, spiritual and physical health.

Mutual, genuine interest is the basis for the new form of cooperation. It signals benevolence and makes the relationship with each other the driving force. As food for thought - employees have the right to appropriate leadership and trustworthy support.

The focus is not on the what but on the how.

It's about taking time for each other, but also for the new challenges, giving each other space, taking a step back as a manager and allowing new things to happen. The permanent focus on facts and figures kills our intuitive perception, the connection to our inner voice and therefore to our creativity and development opportunities.

Meeting landscape

Take a close look at how meetings work. Who are the participants, how is the meeting structured, who leads it, who says what and when, what are the topics, what are the solutions?

The enormous cost driver of meetings can indeed be influenced. It has been proven that fast-paced meetings not only take longer, but also lead to poorer results. Under pressure, too many stress hormones are released that make thinking more difficult.

If you analyse the way in which successful people act, they always follow the calm, because this is where their strength, emotions and intuition lie and they don't just rely on facts and figures. Managers should focus on the overall well-being of the company and see it as their responsibility, because then everyone involved will do well.

Gather your courage and look at the open flanks, consider together with like-minded people or superiors what new paths can be taken to improve or relieve the overall situation.

Stand up for the changes that are long overdue.



Coaching offers ideal support here to either take the first steps in self-reflection and self-management and to directly implement new skills that enable and empower all those involved to learn to deal well and confidently with relevant situations in relationships.

Trusting that the best possible solution will be allowed to develop and be implemented.


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

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