The launch of ChatGPT 5.0 is another milestone in the rapid evolution of artificial intelligence. The new version promises more nuanced understanding, richer context awareness, and an even more natural flow in dialogue. But the real question for leaders is this: Will you use these advancements to strengthen your leadership – or will they remain just another headline in your feed?
In my work with executives, I see a pattern: Most still treat AI as a curiosity – interesting to read about, but not yet part of their daily routines. That’s a missed opportunity.
In a recent podcast episode, “Personal Development with AI”, I explore five concrete ways AI can become your invisible co-pilot in leadership:
Sharpening communication and presentation skills – from refining your writing to enhancing your public speaking through AI-powered feedback.
Protecting your focus time and preventing burnout – by letting AI assistants optimize your calendar and manage repetitive tasks.
Tailoring learning exactly to your career goals – through personalized content recommendations that fit your leadership journey.
Making smarter, data-driven strategic decisions – using AI tools for faster, more accurate insights.
Strengthening emotional resilience and self-awareness – through guided reflection and mood tracking.
Beyond Tools: It’s About Mindset
Adopting AI effectively is not just about picking the right tools – it’s about developing the right mindset. That’s where my concept of Transformation Openness comes in (listen to the Podcast episode).
Transformation Openness means embracing change as a learning opportunity rather than a threat. It is the ability to:
Recognize emerging trends early
Experiment without fear of short-term imperfection
Integrate new insights into your leadership practice quickly
When leaders lack Transformation Openness, they often wait for “the dust to settle” before acting. But in the AI era, the dust never settles. Technology and its implications evolve continuously – and so must your leadership approach.
Leaders who cultivate Transformation Openness move from hesitant adoption to conscious mastery. They see AI not as an experiment on the side, but as a strategic partner in their daily leadership practice.
The Real Leadership Choice
AI can amplify your leadership – but only if you:
Use it intentionally
Align it with your values and mission
Treat it as a partner, not a crutch
The choice is yours: will you remain a spectator in the AI era, or will you integrate it consciously to strengthen your impact?
Listen to the full podcast episode here: Podcast SL014
In an era marked by complexity, disruption, and exponential technological advances, transformation is no longer a choice—it’s a constant. But how we engage with it makes all the difference. In my latest podcast episode, I explore a key capacity I call “transformation openness”: a self-leadership skill that enables you to actively and mindfully navigate change. Unlike passive flexibility or chaotic reinvention, transformation openness is about grounded, intentional openness. It involves embracing uncertainty while staying aligned with your identity and values. Drawing on leading psychological models like the Transtheoretical Model, ACT, and Bandura’s concept of self-efficacy, I introduce a five-phase model:
Denial and Resistance: Recognize fear-based responses and create emotional safety. Ambivalence and Awareness: Clarify values and imagine alternate futures. Decision and Preparation: Ensure your next steps are congruent with your identity. Action and Integration: Focus on feedback loops and daily rituals. Reflection and Identity Growth: Let change become part of who you are.
Importantly, transformation openness also requires caution: Over-adaptability can disconnect you from your core. Openness should not mean compliance with every trend. Resistance should be respected, not suppressed. True growth needs time and recovery.
The episode closes with five practical invitations: Notice resistance Clarify your values Prepare for small, meaningful actions Respect your personal rhythm Stay in dialogue
These practices turn insight into momentum and help you shape change from within. If you’re facing transitions in your leadership role, your career, or your identity, this episode is for you.
Listen to the full episode of “Self-Leadership with Dr. Bensmann” here.
Our journey through Colombia this July was far more than a professional project. It was a vivid, immersive experience – filled with powerful impressions, generous encounters, and deep learning moments. Together with my partner Anja Termöllen, I spent three weeks exploring the cultural, linguistic, and institutional landscape of Colombia – with the goal of expanding our international engagement in the fields of self-leadership, coaching, and health-oriented development.
Photo: Bensmann
Starting in Bogotá, we took in the city’s topography from Monserrate, reflected on identity and history at several museums, and engaged in inspiring conversations with the AHK Bogotá – special thanks to Carolina Santana and Mischa Groh – about leadership and resilience. We discussed potential future formats, and these exchanges once again demonstrated how relevant the topics of conscious self-leadership, resilience, and mindfulness are across cultural boundaries.
Photo: AHK Bogotá
In Medellín, the next stage began: a custom-designed language and cultural immersion course, created and led by our outstanding language teacher Rubén Montoya. During intensive days – including field trips, mountain walks, and shared reflections – we worked on translating our professional language and concepts into Spanish. I am especially grateful that Rubén tailored the sessions around our core topics such as self-leadership, mindfulness, and coaching. ¡Gracias de corazón, Rubén!
A personal highlight for both Anja and me was the opportunity to co-teach at EAFIT University in Medellín, where we presented key insights on Career Anchors and Self-Leadership to a highly engaged audience of students, faculty, and university leaders. Many thanks to Pablo Ángel for facilitating this opportunity and for his thoughtful support throughout the process. Thanks as well to Ana Maria Ortega Alvarez, Christina Velez-Valencia, and Fernando Alexander Garzón-Lasso – to name just a few of our supporters. And thank you to #CarstenSchröder for making the connection to EAFIT! This experience confirmed my belief that the concept of self-leadership is globally relevant – and that Colombia has the potential to become a long-term partner in developing future formats.
Photo: EAFIT
Anja and I also had the pleasure of meeting Catalina Vergara from Awaris Latam, with whom we exchanged perspectives on resilience and mental fitness in organizations. The connection between her work and the self-leadership approach I’ve been refining for over 15 years was both surprising and promising.
Another unforgettable chapter of our journey was our stay on a small coffee farm in the Eje Cafetero region. Immersed in nature, surrounded by lush greenery and cloud forests, we experienced the meticulous process of coffee cultivation – from bean to cup. It was not just educational, but deeply touching: we were warmly welcomed into the everyday life of the farm, sharing meals, stories, and routines with our hosts.
Photo: Bensmann
A heartfelt thank-you to Estrella and Carmen for your generosity and for making us feel part of the family. This stay offered us an important additional perspective on Colombia – one rooted in rural life, community spirit, and respect for manual craftsmanship. It reminded us how connected well-being, culture, and sustainability are – and how valuable it is to slow down and truly observe.
Looking ahead, this journey has inspired us to move forward with:
Tailor-made workshops for leaders of #AHKs in South America
Ideas for bilingual retreat formats
Local and international cooperation around health & leadership
A hybrid Spanish-language self-leadership micro-course or masterclass
Deeper integration of cultural awareness into our coaching practice
Colombia touched us – professionally, intellectually, and emotionally. We return not only with new connections and friendships, but with a sense of clarity, fresh perspectives, and renewed energy.
Yesterday, I had the pleasure of giving another webinar for the German Chamber of Commerce in Bogotá on the topic of Career Anchors and Self-Leadership. This subject resonates not only in Europe but also across Latin America—especially now, as: • demands on leaders continue to intensify, • the importance of self-leadership is rising, and • we urgently need methods to develop ourselves and stay prepared for constant change. In a world where careers are increasingly fluid and personal responsibility is essential, understanding your inner drivers becomes a cornerstone of success. This is where Career Anchors and Self-Leadership intersect.
What Are Career Anchors?
Originally developed by Edgar Schein and recently updated in Career Anchors Reimagined (Schein, van Maanen, Schein, 2023), the concept describes eight distinct types of motivation that guide career decisions. These are: 1. Technical/Functional (TF) – mastery in a specific area 2. Autonomy (Au) – freedom and independence 3. Challenge and Risk (C&R) – solving difficult problems, pushing limits 4. Entrepreneurial Creativity (EC) – building something from scratch 5. General Management (GM) – responsibility, strategy, leadership 6. Service, Dedication to a Cause (SV) – making a meaningful impact 7. Stability and Security (S&S) – predictability, continuity 8. Life-Work Integration (LW) – harmony between professional and personal life
The concept states that each of us has one or two dominant anchors—our core drivers. Knowing yours can provide clarity when choosing roles, projects, or even when shifting careers.
A word of warning: While Career Anchors can be a powerful tool for reflection, we should not see them as fixed personality traits. As Benjamin Hardy points out in Personality Isn’t Permanent, our identity is not static—it evolves with our goals, context, and conscious decisions. Use your current anchor(s) as a guide, not a label.
How Career Anchors Relate to Self-Leadership
Self-leadership means taking responsibility for your development, choices, and impact. My model, The Seven Fields of Self-Leadership, highlights areas like personal vision, self-development, and managing your own energy and networks. Career anchors provide the motivational “why.” Self-leadership provides the strategic “how.” For example: • If your anchor is Entrepreneurial Creativity, then Field 6 (Projects & Products) becomes crucial. • If your anchor is Service to a Cause, then Field 1 (Vision & Mission) and Field 7 (Added Value) gain more relevance.
Practical Advice
• Reflect on your past career decisions: What drove them? • Identify your dominant career anchor(s) • Align your anchor with your self-leadership strategy • Adjust your environment and tasks where possible to match your intrinsic motivation
We may conclude: “Self-leadership without knowing your deeper drivers is like steering a ship with no compass.” More on this topic in the upcoming podcast episode “Career Anchors and Self-Leadership” – coming soon.
The newly released AI Report 2025 by Mary Meeker et al. https://www.bondcap.com/report/pdf/Trends_Artificial_Intelligence.pdf) is more than a trend briefing — it’s a wake-up call. Artificial Intelligence is no longer an emerging topic. It’s a global force, transforming work, society, and leadership at a scale we’ve never seen before. But what does this mean for senior leaders, entrepreneurs, and CEOs who are not AI developers or tech specialists? It means that self-leadership has become the key strategic skill.
Why Self-Leadership Now?
In times of exponential change, you can’t control everything. You can’t master every tool. But you can lead yourself. Self-leadership is the foundation that allows you to:
• Focus amid digital overload
• Clarify your priorities in a sea of possibilities
• Stay resilient and adaptive in uncertain times
In one of my podcast episodes, I define self-leadership as goal-oriented guidance of oneself, based on self-awareness, self-responsibility, and self-direction. These principles are more relevant than ever.
Three Reasons Why Self-Leadership Is Critical in the AI Era
1. Complexity Requires Inner Clarity
The Meeker report shows that AI tools such as ChatGPT, Gemini, and others are used by hundreds of millions weekly. Leaders are overwhelmed by speed, choice, and noise.
With self-leadership, you don’t need to be a tech expert. You need:
A personal compass to navigate constant change
A structured way to reflect on what matters
The capacity to prioritize, delegate, and experiment consciously
Inner clarity helps you avoid two dangerous extremes: blind enthusiasm and rigid avoidance. It empowers you to respond rather than react, to make thoughtful decisions rather than impulsive ones. It also helps you separate what is merely trendy from what is truly transformational for your role and organization.
In my blog post “Am I on Course? A Personal Reflection Inspired by the Sea” (https://bensmann-consulting.com/am-i-on-course/), I discuss how leaders can pause, reflect, and realign when the waves of digital transformation threaten to knock them off balance.
2. Ethics and Responsibility Become Core Leadership Tasks
Generative AI is changing how decisions are made, how diagnoses are formed, and how communication works. But just because something can be automated doesn’t mean it should be.
Self-leadership sharpens your ethical sense and helps you ask:
What are my core values, and how are they expressed in the way I work with technology?
Where do I draw the line when it comes to delegating decisions to machines?
How do I ensure that AI serves people, rather than the other way around?
You don’t need to be a moral philosopher. But you do need to reflect consciously on the impact of your decisions — on your team, your clients, and society at large.
This mindset is embedded in my upcoming 1:1 workshop for executives: “AI between Hype, Hope, and Fear”. It’s a personal strategy session that helps leaders gain ethical clarity and design meaningful use of AI in their specific context. (Official launch soon.)
3. Leadership Becomes Translational
Today’s leaders must translate complexity into strategy, technology into relevance, and innovation into culture. You’re expected to guide others through a fog of uncertainty, and that requires more than information — it requires orientation.
Self-leadership gives you the tools to:
Articulate a clear vision in a time of disruption
Integrate new developments into your leadership approach
Stay focused on long-term goals while adapting to short-term shifts
You don’t need to have all the answers. But you need to stay engaged, ask the right questions, and develop a strategic narrative that others can trust.
Conclusion: Self-Leadership Is a Strategic Imperative
The paradox of our time is this: The more decisions AI can make for us, the more we need leaders who can think clearly, ethically, and purposefully. The real question is not whether you use AI. The real question is: How do you lead yourself — and your organization — in a world where AI is already here?
If you want to explore your own role in this transformation, I invite you to stay tuned for my new 1:1 Workshop format. More info coming soon…
Exploring Identity Core and Mission through the Lens of Self-Leadership
What drives you at the deepest level?
What gives your leadership clarity, resilience, and direction? In self-leadership, these questions aren’t optional – they’re fundamental. Two concepts help us anchor this exploration: identity core and mission.
And when we connect them with the model of the Seven Fields of Self-Leadership, we gain a powerful framework for clarity, alignment, and purpose. Let us take a closer look.
Your identity core is the stable inner foundation of your personality. It is not your job title, your résumé, or the roles others assign to you. It is what remains when everything else is stripped away: your deepest values, beliefs, behavioral patterns, and intrinsic motivations.
In the Seven Fields model, your identity core is especially reflected in:
• Field 1: Vision & Mission – What long-term direction guides your actions?
• Field 2: Body, Soul & Mind – How well do you know yourself beyond surface traits?
• Field 3: Competencies & Self-Development – What recurring strengths show up across your life story?
Example: Laura, a senior HR leader, often found herself mentoring colleagues in every organization she worked in – even when it wasn’t expected or required. Through reflection, she recognized a deeper pattern: enabling growth in others. That persistent theme pointed to her identity core.
When you begin to recognize such patterns – your drive for autonomy, your fascination with systems, your instinct to build bridges – you’re getting close to the foundation of who you are.
Mission – Expressing Your Core in the World
Let’s now turn to the definition I use in my book (Self-Leadership: The Key To Being Effective):
“Mission” explains the actual reason, the declaration of existence or the purpose of an individual.
Key questions might be: What is my reason of being? What meaning and purpose do I associate with my life?
Your mission is the outward expression of your identity core. It is about aligning your inner essence with your visible actions in the world. This is not about branding or image — it is about meaning, integrity, and contribution.
In the Seven Fields of Self-Leadership, mission becomes tangible especially in:
• Field 1: Vision & Mission – Your “North Star.”
• Field 4: Co-Workers, Partners & Networks – With whom and where your mission unfolds.
• Field 7: Added Value – The tangible outcomes your mission creates.
From my book: “In my opinion, finding your own mission is a central building block for personal success. While the achievement of one’s own vision is very much dependent on external influencing factors, the mission — the meaning I believe — is much more determined from within.”
This distinction matters. Your vision may be shaped by trends and external opportunities. Your mission, however, emerges from deep self-understanding.
Example: Tom, a software entrepreneur, believed his mission was to “build great apps.” But in coaching, he uncovered a more essential truth: “I simplify complexity so that others can thrive.”
This seemingly subtle shift fundamentally changed how he led his company, built his teams, and selected his projects.
The Same Applies to Organizations
What’s true for individuals is equally true for organizations. Companies, too, have identity cores – founding impulses, cultural DNA, and shared values. And they, too, need missions – not just goals, but a deeper contribution to clients, communities, and society. As I write in the book: “The once clear mission of the company can fade into the background or even be forgotten due to the acceleration, fragmentation, and unpredictability of their day-to-day management – short-term dominates one’s actions. The deeper purpose is no longer felt.”When that happens, employees may lose their sense of meaning, and customers may stop feeling connected.
Real-Life Case: Take Patagonia, the outdoor clothing company. Their original mission might have been simply to “make high-quality outdoor gear.” But over time, they evolved their mission into something much deeper:
“We’re in business to save our home planet.”
That shift didn’t just change their marketing — it influenced how they source materials, select partners, and activate customers. It became their organizing principle.
Organizations that connect identity and mission build real trust – and trust, as we know, is in short supply.
Connecting Identity Core and Mission
Here’s the key insight: Your mission flows from your identity core. Without self-knowledge, your mission becomes wishful thinking. Without a mission, your identity remains potential — but never becomes performance. The Seven Fields of Self-Leadership give you a practical map to connect the two — helping you move from inner clarity to outer impact.
Three Self-Reflection Questions
Whether you’re leading yourself or an entire organization, consider these prompts:
1. What values or themes show up again and again in my (or our) story?
2. What do I (or we) stand for – even under pressure?
3. What contribution do I (or we) want to make that truly matters beyond ourselves?
Final Thought
Self-leadership isn’t about efficiency first. It’s about direction. When you know who you are – and why you are here – you gain the inner compass to lead through complexity with resilience and purpose. As I write in the book: “A deep life is characterized, among other things, by the fact that we have defined the motives and goals that are important to us and consistently follow them.” (inspired by Cal Newport)
This kind of clarity is not always easy to find. But it is the most meaningful work there is.
Let’s Go Deeper
Are you interested in exploring your identity core and mission in a deeper, more structured way? That’s exactly what the Seven Fields of Self-Leadership are designed to support. Let’s connect — in a workshop, a coaching session, or simply over a thoughtful conversation.
Reach out if you’re ready to rediscover purpose and direction — in your life or in your leadership.
It was a quiet Monday morning when I read an article that wouldn’t let me go. In the German newspaper WELT, cultural editor Lena Karger interviewed the Austrian philologist Pamela Rath about something that sounded simple on the surface — the art of enduring. But as I read on, I realized that what Rath calls “aushalten” — to hold, to endure, to stay present in uncertainty — is perhaps one of the most underestimated skills of our time.
She spoke of this moment in history as a Zeitenwende, a tipping point or historical shift. “The old system is leaving,” she said, “but the new one is not yet here.” That resonated deeply with me.
And I thought: Isn’t this exactly what many of us are feeling? A strange in-between. The need to keep going without a clear map. To stay open, while the ground beneath us shifts.
Pamela Rath described something that’s become visible in my coaching sessions as well: People feel overwhelmed not by a single crisis, but by the simultaneity of multiple tensions — climate, war, AI, polarization. We live in a time when multiple realities seem to exist at once. When our belief systems are questioned — or collide with those of others. When we’re tempted to react to everything, immediately.
Rath’s response is not to escape or deny this turbulence. She says that we must learn to endure again. But actively.
Meaning: Not as resignation. But as self-chosen focus, reduction, and awareness of our personal thresholds.
Self-Leadership Means Knowing What You’re Holding For
In my podcast episode Self-Leadership and Mental Strength, I spoke about the difference between gritting your teeth and staying aligned.
Mental strength is not about suppressing feelings or pretending everything’s fine. It’s about finding the inner capacity to stay connected to your values — even when you’re tired, uncertain, or misunderstood.
This is where I believe self-leadership begins. Not in heroic action. But in subtle, repeated choices:
To pause.
To feel without collapsing.
To wait without numbing.
To think and act from the inside out.
The Seven Fields as a Compass for Mental Strength
Over the years, I’ve developed a framework that many of you already know — The Seven Fields of Self-Leadership. Each field offers an anchor. A space to experiment. To realign. Let me show you how the art of “enduring” connects to them:
1. Vision & Mission → If I don’t know what I’m holding for, endurance turns into exhaustion. Take time to revisit your why. Define your values not as decoration — but as fuel.
2. Body, Soul & Mind → We cannot endure without tending to our system. Sleep. Breath. Presence. Mental strength begins in the nervous system — not in willpower.
3. Competencies & Self-Development → Resilience grows when we grow. Learn in small steps. Stay curious. Choose one thing to explore that nourishes your sense of agency.
4. Co-Workers & Networks → Differences are inevitable. The question is: Can I hold a view and hold space for others? Sometimes, leadership is enduring a tension long enough for a better conversation to emerge.
5. Processes & Structures → Routines help us hold chaos without collapsing. What rhythms ground you? Morning silence? Weekly reflection? Repeated journaling?
6. Projects & Products → What we build reflects how we relate to uncertainty. Tiny experiments — like I shared in the last episode — allow us to act without needing certainty first.
7. Added Value → When we endure with purpose, we create value — not just output. Mental strength isn’t about being efficient. It’s about being true to what matters.
Four Tiny Practices to Build Mental Strength
Inspired by both Rath’s reflections and my own work, here are four practical ways to strengthen your capacity to endure — with presence and direction:
Schedule silence Digital inputs erode inner clarity. Choose one hour a day without screens. Just space.
Write down your “Why” Post it on your desk. Let it guide your daily decisions — especially under pressure.
Pause before reacting Notice the urge to respond. On social media. In conversations. In meetings. Then breathe. And choose if it’s worth it.
Reflect on your “holding moments” Each evening, ask: What did I endure today that mattered? And: Where did I reach my personal tipping point — and why?
Reading the WELT article reminded me that what we often call “resilience” is not just a trait — it’s a practice. One that includes saying: This matters. This I hold. And just as importantly: This I let pass. This I don’t need to carry.
In uncertain times, we need fewer hot takes — and more grounded presence. More people who can hold tension without turning it into fear. More self-leaders who know their limits — and choose consciously what they endure.
The rapid advancements in Artificial Intelligence (AI) and automation are reshaping the workplace at an unprecedented speed. Leadership, as we know it, is evolving. What once defined effective leadership—strategic thinking, communication, and emotional intelligence—now requires a new layer of competence: Self-Leadership.
In my work as one of Germany’s leading experts on self-leadership and author of multiple books on the topic, I have consistently emphasized that self-leadership is not just a skill; it is a fundamental framework that allows individuals to navigate complexity and disruption. This message has been reinforced across various podcast episodes on my show, Self-Leadership with Dr. Bensmann, particularly as I explore how leaders can adapt and thrive in the age of AI.
The Changing Landscape of Leadership
Artificial Intelligence is not just another technological advancement; it is a transformative force. As AI increasingly handles repetitive tasks and even cognitive processes, leaders are required to focus on higher-level functions: strategic creativity, emotional intelligence, ethical decision-making, and most importantly, the capacity for self-direction.
Research from the OECD, ILO, and McKinsey (among others) confirms that AI and automation will reshape at least 25% of all jobs globally by 2030. These changes are not only technical but also deeply psychological. Leaders who fail to adapt will find themselves overwhelmed—not just by the pace of technological change, but by their own inability to steer themselves effectively through uncertainty.
Why Self-Leadership Matters
The concept of self-leadership, as I define it in my book Self-Leadership: The Key To Being Productive, comprises three essential pillars:
Self-Awareness: Understanding one’s strengths, weaknesses, values, and triggers.
Self-Responsibility: Accepting accountability for one’s actions and decisions, especially when navigating complex situations.
Self-Direction: Setting clear goals and intentionally moving toward them, even amidst chaos.
These principles are more than theoretical constructs; they are practical tools for navigating disruption. As emphasized in several episodes of my podcast, particularly the episode Develop Your Personal Vision – 11 Tips, having a clear vision is crucial for guiding oneself through an increasingly automated world. Without this clarity, decision-making becomes erratic and reactive.
AI as a Catalyst for Enhanced Self-Leadership
AI is both a tool and a challenge. Leaders who excel in self-leadership use AI as a means to enhance their own productivity and creativity—not as a crutch. It is essential to align personal values with technological progress. Leaders must identify their own “anchors”—the guiding principles that provide stability and direction amid rapid change.
In practical terms, this means integrating AI into daily workflows in a way that complements, rather than replaces, human strengths. The goal is not to become more like machines but to use machines to amplify uniquely human qualities: empathy, creativity, and ethical reasoning.
Practical Steps for Developing Self-Leadership in the Age of AI
Embrace Continuous Learning: Leaders must actively cultivate new skills and knowledge, including understanding AI technologies and their implications.
Develop Emotional Intelligence: While AI may handle tasks, only humans can build relationships. Leaders must enhance their emotional intelligence to effectively lead people—not just processes.
Create a Personal Vision: As I often emphasize in my podcasts, having a clear, personal vision provides a guiding light even when the world seems chaotic.
Build Resilience: Mental toughness and adaptability are essential. The ability to reframe setbacks as learning opportunities is a core element of self-leadership.
Conclusion
Self-leadership is no longer optional for leaders—it is essential. As AI continues to transform the workplace, those who invest in their own self-awareness, responsibility, and direction will not only survive but thrive. The future belongs to those who can lead themselves effectively before leading others.
Originally published on Substack, March 26, 2025.This is an updated version, reflecting my current thinking and practice.
In turbulent times, it’s both natural and necessary to pause and ask: Am I still on course? This simple yet powerful question accompanied me on a recent sea voyage—and became the inspiration for this reflection. As someone who often uses nautical metaphors in coaching and lectures, I find that terms like “setting the course,” “adjusting the sails,” or “scanning the horizon” help to clarify what self-leadership means—especially in uncertain times. These images guide my own thinking and form the backbone of my model: The Seven Fields of Self-Leadership.
Where are you coming from—personally and professionally? Before we can lead ourselves effectively, we must understand what has shaped us:
What are your core strengths and blind spots?
Which needs and values consistently influence your decisions?
What beliefs, habits, or expectations are you still carrying?
This is the terrain of Field 3: Competencies and Self-Development. It’s also where transformation begins: by deciding what to bring on the next journey—and what to leave behind. Some of us set out to gain distance from the familiar. Others are on a quest to reconnect. So ask yourself:
Are you heading out to return—or determined never to go back?
Setting Sail – Destination and Crew
Where do you want to go? Knowing your destination is crucial—but so is knowing whether your movement is based on escape or attraction. That’s a question I frequently ask my clients:
Are you running from something—or toward something that truly calls you?
This section links closely to:
Field 1: Vision & Mission – clarity of direction and meaning
Field 5: Processes & Structures – the tools, methods, and routines that support your navigation
And then there’s your crew. Who travels with you? Who challenges you and who supports you? Can you count on each other when the weather changes?
This brings us to Field 4: Co-Workers, Partners & Networks—the human factor that can either accelerate your journey or cause shipwreck.
Quick exercise: Write down three people you trust most in turbulent times. What makes them part of your “crew”?
At Sea – Adjusting Course and Enjoying the Ride
Where are you right now? Many of my clients are high performers. They set ambitious goals, think ahead, and rarely pause to reflect. Yet even the most driven need moments of grounding.
This is the domain of Field 2: Body, Soul & Mind—the field that reminds us we’re not machines. We need balance. We need breath.
If you’ve ever been on a sailing boat, you know this: You’re rarely exactly on course. The wind shifts. Currents intervene. You adjust constantly. The art of navigation lies in both havinga clear directionand the ability to course-correct without panic.
Self-leadership means steering yourself—not only in calm waters but especially through the unknown.
Arrival – Looking Back from the Harbor
What have you learned? Perhaps your journey leads you home—like in Janosch’s children’s book The Trip to Panama, where the bear and the tiger travel far only to realize that the real treasure was at home all along. Or maybe you arrive somewhere entirely new—changed, strengthened, and wiser.
This final stage brings us to Field 7: Added Value. It asks not just What did I gain?, but:
Who else benefits from your experience?
Where have you contributed beyond your own needs?
How does your journey serve a greater purpose?
These questions matter—especially in leadership.
Reflection creates meaning. And meaning inspires the next voyage.
Final Questions for You
Are you still on course?
What winds are you sailing with—or against?
Who’s on your crew?
What story will you tell when you reach your next harbor?
Originally published on Substack, April 04, 2025. This is an expanded and updated version, reflecting my current thinking and practice.
If this reflection resonates with you, feel free to share it—and check out more insights on my blog or podcast.
Yes, I use AI in my work as a coach and advisor. But no – my clients don’t interact with it.
Instead, I let the technology do what it does best: structure, analyze, remember, and suggest. I use AI to prepare for sessions, to extract relevant content from my books and podcasts, and to create personalized follow-up messages. It supports my workflows, sharpens my reflections, and sometimes even reveals blind spots I might otherwise overlook.
Think of it as a quiet, tireless backstage assistant – filtering, organizing, and keeping track so that I can be fully present when it matters most.
Because when I’m on stage – when the coaching session begins – it’s all about the human connection. I listen. I pause. I respond with presence and intuition. There are no bots in the room. Just two people engaged in meaningful exchange.
I call this model “Coaching with Stage and Backstage.” Behind the curtain, AI is at work: silently analyzing, sorting, remembering. On stage, it disappears. The spotlight is on the person, their world, their aspirations.
This approach aligns deeply with how I understand self-leadership: not merely as a toolbox, but as a practice of navigating life with awareness and intention.
My framework – The Seven Fields of Self-Leadership – offers a lens to make sense of complexity in a leader’s life. Let me show you how this hybrid model of human coaching and digital support connects to each of the seven fields:
1. Vision And Mission
Backstage, AI helps surface recurring themes from your history – from journals, emails, or past goals. On stage, we explore what truly resonates with you: the spark behind your choices, the deeper “why.” AI finds patterns. I help you find purpose.
2. Body, Soul, and Mind
AI can recommend a breathing app or suggest a new research article on stress. But only a coach can notice the subtle shift in your breathing, the tension in your voice, and invite awareness to those signals. Human presence can regulate nervous systems. No algorithm can replicate that.
3. Competencies and Self-Development
Sure, AI can map your skills and generate a development plan. But real development unfolds in conversation: when we challenge a limiting belief or reframe a failure as growth. Progress is not just tracked—it’s experienced.
4. Co-Workers, Partners & Networks
AI may chart your network or analyze your digital communication patterns. But healing a broken alliance, building trust, or resolving conflict requires vulnerability and empathy. AI maps the who; coaching explores the how and the why.
5. Processes and Structures
Digital tools can optimize your systems – calendars, task lists, workflows. Still, deciding what deserves automation and what needs your personal touch remains a human judgment. Efficiency is easy. Wisdom takes time.
6. Projects & Products
AI can help you brainstorm, simulate business models, or scan competitors. But choosing what to create – and how to bring it to life with integrity – is an act of leadership, not just productivity. Creativity requires more than inputs. It asks for alignment.
7. Added Value
This final field is about meaning, contribution, and impact. AI might track metrics, but it cannot assess your legacy. That’s why we meet: to go beyond “what you produce” and into “why it matters.”
So, where does that leave us?
Yes, I embrace technology – but always in service of something greater. AI is a powerful ally. But the true work of transformation happens in human presence. In an age of automation and endless optimization, I choose to stay close to what makes change real: Listening. Empathy. Presence. Because in the end, leadership is not just about managing systems. It’s about leading yourself – with clarity, courage, and connection. And that, I believe, will always require one human being showing up for another.
Originally published on Substack, April 16, 2025. This is an expanded and updated version, reflecting my current thinking and practice.
