The Unseen Leader: How Your Hidden Self Shapes Your Workplace (video)

Have you ever wondered why you react to certain situations the way you do? Or why your team seems to get stuck in the same unhelpful patterns? The answers might lie in the psychological “shadow”—a concept that shows up in our work and leadership more than we realize.

In a recent discussion, author and executive educator Steven D’Souza shed light on this topic, drawing on decades of experience to explore how our unconscious behaviors influence not only our personal success but the entire culture of our workplaces. His upcoming book, Shadows at Work, digs deep into this idea. This article will break down the key takeaways from D’Souza’s insights, offering a fresh perspective on what it means to lead from a place of authenticity and awareness.

What Exactly Is the Shadow?

The term “shadow” was coined by the psychologist Carl Jung. It refers to the parts of ourselves we don’t acknowledge or that we’ve pushed out of our awareness. These can be negative traits we want to hide, but they can also be suppressed talents or positive qualities we were taught to ignore.

In a professional setting, this looks like a leader who prides themselves on being a “calm and rational” decision-maker but consistently explodes in anger when a project goes wrong. Or a team that talks about innovation and collaboration but punishes anyone who challenges the status quo. These unseen parts of ourselves and our organizations can lead to self-sabotage and unproductive cycles that hold us back.

A Four-Part Framework for Self-Awareness

D’Souza suggests we can understand our shadow through four distinct lenses, moving beyond simple psychological theory to a more holistic view of ourselves.

1. The Psychological Lens

This lens is all about the internal. It’s where our unacknowledged traits and repressed feelings live. An example might be an overly critical boss who is really projecting their own self-doubt onto their employees. To explore this, simply ask yourself, “What am I not seeing about myself in this situation?”

2. The Social Lens

This lens focuses on how the shadow plays out in relationships and groups. It’s about the gap between what we say we value and how we actually behave. For example, a company might declare a commitment to work-life balance while pressuring employees to work late hours. Paying attention to these unwritten rules is key to creating a healthier culture.

3. The Biological Lens

Our physical state has a huge impact on our behavior. Things like lack of sleep, poor nutrition, or stress can activate our shadow. The solution here is simple but often overlooked: prioritize self-care. Noticing physical cues—like a tense jaw or shallow breathing—can be an early warning signal that a shadow behavior is about to emerge.

4. The Spiritual Lens

This final lens explores deeper questions of purpose and meaning. When our work doesn’t align with our values, it can create a void that makes us more vulnerable to shadow behaviors. D’Souza suggests taking time for reflection, asking questions like, “What gives my work meaning?” and engaging in practices that ground you in your purpose.

Leading with Authenticity and Wholeness

Exploring your shadow isn’t about deep therapy; it’s about building a deeper connection with yourself. For leaders, this means moving beyond the polished professional facade and leading with more authenticity and vulnerability. It means creating a culture of psychological safety, where team members feel safe to challenge ideas and ask difficult questions without fear of retribution.

By acknowledging our whole selves—strengths, flaws, and everything in between—we can stop projecting our insecurities onto others and start building workplaces that are more empathetic, honest, and truly collaborative. It’s a journey toward wholeness, and it’s a journey every leader needs to take.

Ready to see how your shadow might be shaping your leadership? Start with a simple question: What patterns are you repeating, and what might they be trying to tell you?