The Shadow Side of Leadership with Monika Guzek: Using Jungian Psychology to Overcome Blind Spots

The most dangerous obstacles leaders face aren’t external threats; they’re the unconscious patterns, fears, and blind spots that shape decision-making and team dynamics. Monika Guzek, an intercultural trainer, embodied and Jungian leadership coach, and researcher in international business, has worked with leaders from 68 countries, guiding them to uncover and integrate the deeper layers of their psyche. Through tools like MTQ+ Mental Toughness and LEGO® SERIOUS PLAY®, she helps leaders build resilience, authenticity, and sustainable success in an increasingly complex world. She applies Jung’s concept of the “shadow self” to leadership, guiding professionals to recognize and transform their unconscious tendencies into sources of strength, authenticity, and resilience.

What is the Shadow Self in Leadership?

Monika Guzek has spent years working with leaders to help them uncover the hidden aspects of their leadership style. These unconscious drivers can show up in unexpected ways. A leader who prides themselves on decisiveness may struggle with micromanagement, while a leader who values collaboration may avoid difficult conversations for fear of conflict. The shadow self consists of the parts of our personality we’ve repressed or ignored, traits that don’t align with how we want to see ourselves.

The Role of Mirror Neurons in Leadership

One of the most overlooked aspects of leadership psychology is the way emotions spread within teams. Neuroscience research on mirror neurons supports Monika’s insights, showing that when a leader is stressed, anxious, or disengaged, those emotions ripple through their team. Even if a leader never verbalizes their frustration, their team picks up on it, leading to a drop in morale and productivity.

Conversely, leaders who cultivate self-awareness and manage their emotional state can foster a more positive, engaged workplace. This doesn’t mean suppressing negative emotions but rather acknowledging and regulating them in a way that creates psychological safety for employees and fosters a healthy, motivated work environment. Monika works with leaders to develop this skill, helping them recognize their emotional influence and regulate their responses.

Working With, Not Against, the Unconscious Mind

Suppressing the shadow self only amplifies its influence. The key to overcoming leadership blind spots is integration—learning to recognize and work with unconscious tendencies rather than fighting them.

• Practice Self-Reflection: Regularly assess your decisions, reactions, and leadership patterns. Journaling, coaching, or reviewing past feedback can help uncover blind spots.
• Embrace Constructive Feedback: Surround yourself with people who will challenge your assumptions and provide honest insights.
• Model the Behaviors You Expect: If you expect openness, emotional intelligence, and resilience from your team, embody those qualities yourself. Leadership isn’t about telling—it’s about showing.
• Develop Emotional Awareness: Learn to identify stress triggers and emotional patterns that influence your leadership style. Techniques like mindfulness, breathwork, or therapy can be powerful tools in this process.

The Consequences of Ignoring the Shadow Side

Monika notes that a lack of self-awareness can have real-world consequences. A striking example comes from her experience leading a communication workshop for a team whose leader chose not to attend. The participants quickly questioned the purpose of learning new communication techniques when their own leader didn’t model them. This disconnect led to resistance and disengagement, ultimately reinforcing a culture of frustration rather than growth.

This scenario is a common leadership pitfall—expecting employees to adopt behaviors that leadership doesn’t embody. Employees are more likely to follow what leaders do rather than what they say. Without alignment between expectations and actions, trust erodes, and organizational effectiveness suffers.

Turning the Shadow into a Strength

By facing their shadow side, leaders unlock deeper self-awareness, resilience, and authenticity. The process of integrating the unconscious mind doesn’t mean eliminating weaknesses but rather embracing and managing them in a way that fosters growth.

Leaders who acknowledge and work with their hidden fears, biases, and blind spots create a foundation for stronger, more authentic leadership. They set the tone for open communication, trust, and sustainable success, ensuring that their teams thrive in an environment built on both awareness and action.

According to Monika, great leadership isn’t about having all the answers but about having the self-awareness to ask the right questions. The best leaders recognize that their biggest obstacles aren’t external but internal, hidden in the blind spots they have yet to explore.

For leaders ready to take this journey, the path to transformation starts not with external strategy but with inner work. The more leaders embrace their whole selves—both strengths and shadows—the more they can lead with authenticity, clarity, and impact.