Why Self-Awareness and Emotional Intelligence Are Non-Negotiable in the Future of Leadership
- Brainz Magazine
- Jul 8
- 6 min read
Written by Sinja Hallam, Founder and Executive Coach
Sinja Hallam, MBA, is an award-winning Leadership Coach, visionary speaker, and transformation strategist committed to redefining leadership for the modern world. She is the founder of Sinja Hallam – The Power to Transform, and the creator of the WiseHeartMind Leadership Method™, a heart-led, mind-wise approach to leadership that fosters courageous, emotionally intelligent, and purpose-driven change.
In an era driven by AI and automation, the future of leadership hinges on distinctly human traits like self-awareness and emotional intelligence. The World Economic Forum's "Future of Jobs Report 2025" highlights the importance of these skills as leaders navigate evolving workplace dynamics. This article explores why self-awareness is foundational to effective leadership, why human-centered leadership is more critical than ever, and how embracing both emotional intelligence and resilience can shape successful leaders for tomorrow's world.
The human edge in an AI-driven world
As we navigate rapid technological advancements and evolving workplace dynamics, the World Economic Forum's (WEF) "Future of Jobs Report 2025" reveals a crucial insight: the future of work depends on distinctly human skills, not just technical expertise.
By 2030, the most sought-after skills will include analytical thinking, creative thinking, resilience, flexibility, agility, motivation, self-awareness, curiosity, and a commitment to lifelong learning. Importantly, many of these skills are deeply human-centric. In an era increasingly influenced by AI and automation, this focus on human abilities is both reassuring and a call to action for leaders to cultivate these essential attributes.
Self-awareness: The foundation of effective leadership
Among these competencies, self-awareness stands out as critical. It serves as the foundation of emotional intelligence, empathy, and inclusive decision-making. In today's fast-paced, interconnected world, leaders who lack insight into their internal motivations and blind spots risk becoming ineffective or irrelevant.
Throughout my decade-long coaching journey with leaders across various industries and continents, I have observed two consistent truths:
Those who excel are not only intellectually sharp but also lead with clarity, humility, and emotional intelligence. They are aware of their triggers, know when to take a step back, and consciously choose their responses rather than simply reacting.
Leaders often underestimate the significant gap between how they perceive themselves (high level) and how others perceive them (lower level) in terms of self-awareness.
Embracing "chameleon leadership"
Outstanding leadership today requires the integration of both traditionally masculine and feminine traits. James Williams’ concept of “Chameleon Leadership” effectively captures this idea, emphasizing the ability to fluidly shift between confidence and vulnerability, assertiveness and empathy. It is about embracing wholeness and adaptability rather than adhering to a rigid leadership style.
Revisiting the skills highlighted by the World Economic Forum, resilience, emotional self-awareness, lifelong learning, and empathy, it becomes clear that these qualities are often more prominently exhibited by women leaders. Historically undervalued in traditional leadership models, these traits are now recognized as essential. In this context, Chameleon Leadership is not just beneficial; it is imperative.
When burnout becomes the wake-up call
This realisation didn’t come to me in a moment of triumph. It came through collapse.
I burned out. Not once, but twice.
I had spent years thriving in high-performance, male-dominated environments, constantly pushing, proving, and over-functioning to meet the unspoken expectations placed on women in leadership. I ignored the warning signs. I dismissed my body’s whispers for rest. I told myself I could manage what I had to manage.
But eventually, my body said no more.
What shocked me wasn’t just the bone-tired exhaustion; it was the response. When I reached out for support, I was met with advice like “just go to bed earlier” or “when will you be over this, you’ve got deadlines to meet.” The most confronting part? Some of the harshest responses came from women in senior leadership.
At the time, I was managing multiple health conditions, navigating perimenopause, and functioning with cortisol levels so elevated that doctors described me as being in a state of chronic fight-or-flight. And in that state, no one can thrive. No matter how competent or committed you are.
Once I gave myself permission to stop, to seek support, and to feel, I began to discover a new kind of strength. One grounded not in performance, but in presence.
Here’s what I learned:
Asking for help doesn’t mean you’re weak. It means you know your limits.
Resting isn’t laziness. It’s a leadership strategy that preserves your capacity.
Rushing doesn’t make you more effective. Intention does.
Prioritising your wellbeing isn’t selfish. It’s essential.
I used to dismiss things like self-compassion, stillness, and reflection. Now I know they’re power tools. The very things that allow me to lead, coach, and serve from a place of alignment.
If the job costs you your well-being, it’s too expensive.
And if leadership doesn’t value humans, the humans won’t value the organisation.
Since that turning point, my mission has been clear: to help leaders reconnect with both facets of themselves. The strategic and the self-aware. The head and the heart. Because when leaders are engaged, resourced, and emotionally intelligent, the ripple effect touches teams, cultures, and entire systems.
The ongoing challenge: Women's representation in leadership
Despite ample data supporting the value of empathy, adaptability, and emotional intelligence, traits often associated with female leadership, we still face a significant gap in representation. Women continue to be underrepresented in top leadership positions, and the pipeline for future leaders remains problematic.
At the same time, employee engagement is declining. According to Gallup's "State of the Global Workplace 2025 Report," global employee engagement has fallen to just 21%, with manager engagement declining to 27%. Notably, women managers have experienced a seven-point greater drop in engagement compared to their male counterparts.
These statistics are not just numbers; they indicate a growing disconnect between the demands placed on leaders and the emotional strain faced by those expected to meet these demands, particularly women.
We are at a crucial point in time. To address the gender gap and retain top talent, we must intentionally redesign our leadership pipelines, promoting human-centered leadership and ensuring that more women are in positions to exemplify and drive these necessary changes.
The ROI of emotional intelligence and mental well-being
The 2025 Global Culture Report from O.C. Tanner highlights a significant shift in organizational priorities. Companies that focus on emotional intelligence and mental well-being experience greater trust among employees, reduced burnout, and stronger workplace cultures.
This approach is not merely about being "nice." According to Gallup's 2023 data, only 23% of employees are actively engaged in their work, and employee disengagement costs the global economy an estimated $8.8 trillion each year in lost productivity.
Human-centered leadership goes beyond feel-good initiatives; it is a crucial business imperative.
Why traditional leadership development falls short
Despite significant investments in leadership development, the results often fall short. According to Gartner, only 36% of HR leaders believe their current programs effectively prepare leaders for future challenges, and merely 23% are confident in the readiness of their emerging leaders. Additionally, 70% of HR leaders recognize a weak mid-level leadership pipeline.
The core issue lies in the approach of these programs, which generally focus on what leaders do rather than who they are. While they emphasize frameworks and competencies, they tend to overlook the essential work of reshaping behaviors, changing mindsets, and fostering emotional agility.
The WiseHeartMind method: Blending neuroscience and psychology
My WiseHeartMind Method is designed to transform leadership from the inside out, building on the principles of neuroscience and positive psychology. By understanding how the brain and nervous system react to stress, leaders can move beyond automatic responses. They learn to consciously choose their reactions, manage their energy effectively, and connect with others authentically.
Resilience isn't simply about pushing harder; it's about aligning with one's values and regulating one's inner world. This methodology is not just an abstract theory; it is practical, measurable, and has a profound impact.
Final thoughts: Embracing our humanity in leadership
The future of work is undeniably human. As AI transforms tasks and workflows, the differentiator for successful organizations won't be their tech stack but the humanity and vision of their leaders.
To nurture cultures of innovation, trust, and inclusion, we must invest in leadership development that prioritizes emotional intelligence, adaptability, and personal growth.
It's time to move beyond superficial approaches and cultivate leaders who lead with intention, blending heart and strategy.
In the AI era, our most significant competitive advantage will be our willingness and commitment to embracing our humanity.
Follow me on LinkedIn, Instagram and Facebook for more insights, and let's embark on this transformative journey together.
Sinja Hallam, Founder and Executive Coach
Sinja Hallam, MBA, is an award-winning Leadership Coach, visionary speaker, and transformation strategist committed to redefining leadership for the modern world. She is the founder of Sinja Hallam, The Power to Transform, and the creator of the WiseHeartMind Leadership Method™, a heart-led, mind-wise approach to leadership that fosters courageous, emotionally intelligent, and purpose-driven change.
Sinja coaches executives and rising leaders across Fortune 100 companies and pioneering organisations, with a strong presence in industries traditionally dominated by men, including mining, energy, and finance. She delivers coaching in both English and German, bringing a rare cross-cultural depth to her work. Recognised as a Top 15 Executive Coach in Adelaide, Australia, and nominated as a 2024 South Australian Woman to Watch, she was recently awarded Silver in London at the prestigious Women Changing the World Awards, a global honour that celebrates trailblazing women creating meaningful impact.
