For better or worse, leadership today requires more than just technical expertise and authority. The old, top down playbook where leadership meant managing tasks, directing employees, and focusing solely on bottom-line results is failing. This really isn't news.

• Employees are disengaged.

• Burnout is rampant.

• Loyalty is dwindling.

And organizations are scrambling to adapt.

The modern leader isn’t just a strategist or taskmaster. Leadership today is about guiding others, impacting outcomes, and enabling people to become more than the sum of their parts. It’s not just about what you do — it’s about who you are. All the more so in this AI-driven culture.

The Leadership Crisis: What’s Not Working

We’ve all seen the headlines:The Great Resignation has given way to The Great Disengagement — employees are present but not invested. Silent quitting is reshaping workplace expectations.

• 83% of U.S. workers suffer from work-related stress, with 25% saying their job is their number 1 stressor (American Institute of Stress).

• A McKinsey report found that 56% of American workers say their boss is mildly or highly toxic, and 75% say their manager is the most stressful part of their workday.

• Nearly 70% of employees say their manager impacts their mental health more than their therapist or doctor (UKG Workforce Institute).

Companies are scrambling to respond — offering perks like four-day workweeks, unlimited PTO, and wellness stipends. But these are band-aid solutions. The real issue is deeper.

Leadership Can Also Be the Solution

Burnout isn’t just an employee problem. It’s a leadership problem. Leadership determines culture, and culture determines engagement, performance, and retention.

A common leadership misstep? Assuming that “soft skills” like emotional intelligence, psychological safety, and self-awareness are optional — or worse, that they apply to employees but not to leaders themselves.

The truth is, leaders set the emotional tone. If a leader is stressed, disconnected, or reactive, it cascades down to every level of an organization. Leadership today demands more than IQ — it requires EQ (emotional intelligence), adaptability, and an unwavering commitment to personal growth.

If the leader isn’t emotionally and relationally mature, the organization suffers from it, and often become a mirror of it. The leaders who maybe “have an idea” of their issues but simply aren’t going to do anything about it (others need to adjust to them, they’re the boss after all), create ongoing, systemic organizational issues that could have been prevented. It’s not to say these leaders won’t ever achieve the bottom line results they’re looking for. It’s just that even if it does work, it comes at unnecessary costs.

The Science of Inner Leadership

True leadership mastery begins with self-mastery. Inner leadership isn’t just about knowing yourself — it’s about leading yourself before leading others.

Modern leadership research confirms that the most effective leaders share five key traits:

Self-Awareness — They understand their strengths, blind spots, and emotional triggers.

Personal Responsibility — They don’t just hold others accountable; they model it themselves.

Empathy & Psychological Safety — They create environments where people feel seen, heard, and valued.

Adaptability — They navigate change with resilience and a learner’s mindset.

Authenticity — They lead with integrity and vulnerability, fostering trust and engagement.

This isn’t just feel-good theory. It’s backed by data:

• Leaders with high self-awareness are 32% more likely to lead successful teams (Harvard Business Review).

• Companies that prioritize psychological safety see 76% higher engagement and 50% lower turnover (Gallup).

• Leaders who show vulnerability and authenticity increase team trust by up to 70% (Google’s Project Aristotle).

As important as these studies are, numbers tend to just stream right off our backs. The issues are cultural, and they are widespread, but you need solutions for your particular organization.

How to Become an Inner Leader

It starts with a shift — from executive to visionary, planner to architect, boss to human.

From Executive to Visionary: Shape a purpose that resonates and drives holistic impact.

From Planner to Architect: Reimagine systems that create lasting value.

From Director to Catalyst: Empower people to collaborate and innovate.

From Controller to Coach: Foster rapid learning, adaptability, and new mindsets.

From Boss to Human: Show up as your whole, authentic self.

Why the Enneagram Is a Game-Changer for Leaders

At Big Self School, we’ve worked with dozens of organizations to develop leadership skills using the Enneagram, a powerful framework for self-awareness and transformation. Unlike generic leadership training, the Enneagram reveals deep-rooted patterns, helping leaders understand why they behave as they do — and how to shift unhelpful tendencies.A global survey of 800 organizations worldwide found that the Enneagram enhances key leadership attributes:

Self-Knowledge (92%)

Empathy & Relationships (89%)

Communication Skills (85%)

Respect & Trust in Teams (83%)

Employee Empowerment (81%)

There are plenty of tools to use for behavioral indicators, but the Enneagram offers an easy way in for improvement on important baseline EQ skills.

You and your team can continue to grow and develop within a deeper understanding, after all, we’re complex creatures. But for all the complexity, there are ways to codify insights and apply them organizationally right away. 

Ready to Lead from Within?

True leadership transformation begins with you.

If you’re ready to:

Attract and retain top talent

Make your culture a competitive advantage

Build resilience, adaptability, and lasting impact…then it’s time to prioritize inner leadership.

Book a call with Lead Transformation Coach, Dr. Chad Prevost here, and see how your leadership can take you to from inner work to outer impact and clear results.