Leadership Is People: How Self-Awareness Builds Stronger Teams
I recently joined David LeBlanc on his Space to Lead podcast, where leaders and teams come together to learn, grow, and thrive. Every episode, David has engaging conversations with leaders, exploring fresh insights and strategies that inspire leaders to create dynamic, engaging cultures.
As an executive and entrepreneur coach working with leaders in Canada, the United States, Ireland, New Zealand, and across the globe, I see every day how much the people side of leadership matters.
This blog is part of my conversation with David about why self-awareness, inclusion, and coaching skills are essential for business owners and executives today.
You can listen to the full episode here.
Why the People Element Matters
David LeBlanc: In our last conversation, you talked about leaders creating space to be intentional and thoughtful about their goals. One thing that stood out was the connection between leadership and people. What have you noticed about this?
Janet Davie: Emotional intelligence and self-awareness are critical. Leaders need to understand how they are showing up, how their teams experience them, and how their peers experience them. That is the place to start. Once you see, you cannot unsee.
From there, it is about appreciating yourself as you are and then learning to really understand who your people are. I use the word people intentionally. I do not like the word staff because it feels like ownership. People are individuals, and leaders need to pay attention to how they show up, how they speak, and even what their body language is saying.
“Listening to understand means putting down your phone, closing your computer screen, and being fully present.”
Janet Davie
Don’t Forget: Every Individual Is Different
David LeBlanc: I like how you framed it: how people experience their leader. You also mentioned body language and the environment. That speaks to the overall experience.
Janet Davie: Yes. Leaders also need to be mindful of diversity. Many workplaces today include people with English as a second language, people returning from leaves for different reasons, and people bringing different lived experiences. Every individual is just that — an individual. Leaders need to appreciate people as they are and then help them integrate into the culture of the organization.
Why Leaders Need Free Space
David LeBlanc: If I am a leader with ten things on the go, my boss is worried about numbers, and there are fires everywhere, creating space to notice all these things sounds difficult.
Janet Davie: It is. That is why leaders need free space in their calendars. If they are overloaded with direct reports and demands, they cannot show up as their best selves. Slowing down is not a want, it is a necessity. Leaders need to slow down for their own health and also so they can understand, guide, and lead from a place of caring.
Is This Just More Work?
David LeBlanc: Some leaders might say, “This sounds great, Janet, but I have a job to do. Isn’t this just more work?”
Janet Davie: There is truth in that. Leaders do need to get results. The question is: what is important, and how do you prioritize? I have been working as a team coach as well as an executive coach, and what I know is this: good leaders coach.
I have seen it with leaders I have worked with for years. Once they learn to coach their teams and delegate effectively, they suddenly have white space in their calendars. Some even go on vacation and leave their phones at home. It feels impossible at the start, but it can happen.
From Overwhelm to Clarity
David LeBlanc: What makes this style of leadership different from typical leadership?
Janet Davie: Many leaders come to me in a state of overwhelm. They are running a hundred miles an hour, unsure where to focus, and their anxiety shows in their body language. My work is to help them settle, prioritize, delegate, and listen to their people.
It takes time, intention, and a growth mindset. Nothing is impossible if you believe it is possible and you are willing to start with your own behaviors. From there, you can shape the culture you want in your organization.
First Steps Leaders Can Take for Stronger Teams
David LeBlanc: So if I am a leader wanting to take a first step, what would you recommend?
Janet Davie: Start by learning how to slow down and listen with intention. Create space in your calendar. Reflect on the kind of leader you want to be.
I would even challenge leaders to try this in the next two weeks. Block a little time to ask yourself: What kind of leader do I want to be? Once you know that, set a short-term goal that gets you closer to becoming that leader.
Final Thoughts
Leadership takes effort, space, and intention. Slow down, listen, and guide from a place of caring. Small bites make big differences.
If you are a CEO, executive, or entrepreneur leading in Canada, the United States, Australia, or anywhere else in the world, you do not need to do it alone. I work with forward-focused leaders who are ready to create space, strengthen their impact, and build thriving organizations.
If you are ready to take that step, connect with me on LinkedIn or start the conversation here.