Self-Awareness Is Not a Soft Skill

Debbie Fennell on April 27, 2026

Across our client engagements, one theme has surfaced consistently. Leaders are not just gaining insight into others. They are gaining clarity about themselves.

This shift is not abstract. It is practical.

This matters more than many leaders realize. Research suggests that while 95% of people believe they are self-aware, only 10 to 15% truly are (Eurich, 2018). This is not a reflection of intent. It reflects how difficult it is to see the full picture when you are in the frame.

Recently, leaders shared how impactful the introduction and integration of DiSC has been across both executive and leadership teams.

Leaders shared:

“I thought I understood my communication style. I did not realize how it was impacting others.”

“Team collaboration and using DiSC to dial into the impact of our styles and how it affects communication and team results. We are using tools to guide differences and team projects.”

“The most significant changes for our teams and executive staff were the development of shared understanding of one another’s communication styles through DiSC and awareness of the consequences of our actions and words.”

Self-awareness is often discussed as a foundational leadership skill. In practice, it is a performance lever.

When leaders understand their natural styles, how they show up under pressure, how they communicate, and how they are experienced by others, several things begin to shift.

Conversations become more intentional.
Reactions become more measured.
Decisions become more thoughtful.

Understanding our natural styles is step one. The real value of a tool like DiSC emerges when it is integrated into day-to-day work, where leaders begin to recognize patterns in themselves and others:

These patterns often become most visible:

  • When urgency increases
  • When navigating tension
  • When decisions are uncertain

This awareness creates choice.

Instead of reacting automatically, leaders can adjust in real time to better align with the needs of the moment and the people around them.

This is where self-awareness moves from insight to impact.

What Leaders Can Do Now

  • Identify one communication pattern that may be helpful in some situations but limiting in others
  • Ask for feedback from a trusted colleague on how your style is experienced
  • Pause in one high-stakes interaction this week and intentionally adjust your approach by dialing up or dialing down your style

Self-awareness is not about changing who you are. It is about expanding how effectively you lead others.

Leaders who understand themselves lead others with greater care and precision.

Reference:

Eurich, T. (2018). What self-awareness really is (and how to cultivate it). Harvard Business Review.

Shared from APRIL 2026 Issue of Thunderbird Leadership Consulting ELEVATE – Tbird’s Hub for Practical Leadership Insights.

Enjoy our YouTube video below, then visit Thunderbird Leadership’s YouTube channel to watch all of our YouTube videos!

Rituals as Regulators of Pace and Builders of Connection

Debbie Fennell on February 4, 2026

When organizations feel fragmented, rushed, or disconnected, leaders often respond by adding more communication, more meetings, or more initiatives. Yet one of the most effective ways to strengthen connection and regulate pace is far simpler and far more powerful. Rituals.

Rituals are intentional, repeatable practices that reinforce shared values and expectations. Unlike routines, which focus on efficiency, rituals create meaning. They help teams feel grounded, connected, and aligned, especially in environments where speed and pressure are constant.

Well-designed rituals serve two critical leadership functions. First, they regulate pace. Rituals create natural pauses that allow teams to slow down thinking at the right moments. A brief check-in at the start of a meeting, a structured reflection before a decision, or a consistent close that clarifies ownership all help prevent reactive leadership. These moments ensure speed is applied thoughtfully rather than reflexively.

Second, rituals build community and connection. When teams engage in shared practices, they experience predictability and a sense of belonging. People know what to expect and how they are expected to show up. Over time, rituals strengthen trust by signaling care, consistency, and follow-through.

Leaders sometimes resist rituals, fearing they will slow progress. Others dismiss them as “fluffy” activities that feel hard to justify when there is already too much to do. In practice, the opposite is often true. Teams with strong rituals spend less time correcting misalignment, repairing misunderstandings, or restarting initiatives. The time invested upfront consistently pays dividends in clarity, trust, and execution.

How to Apply This Now:
Identify one moment in your team’s workflow where pace often feels rushed or unclear. Introduce a simple ritual that creates structure and intention.

Examples include:
 • Opening meetings with a brief mission moment or purpose check
 • Pausing before decisions are finalized to ask what impact has not yet been considered
 • Ending discussions with clear commitments and ownership – who, what, and when

Rituals turn intention into a positive lived experience. They help leaders shape culture, regulate pace, and strengthen connections without adding complexity.

Learning into Action:
Commit to one leadership ritual for the next 60 days and observe how it changes clarity, engagement, and momentum.

Enjoy our YouTube video below, then visit Thunderbird Leadership’s YouTube channel to watch all of our YouTube videos!