“True leadership starts with self-awareness. When we understand our own emotions and reactions, we can lead others with empathy, clarity, and purpose.”
– Kimberly Collins
In today’s fast-paced and ever-evolving business landscape, effective leadership is more critical than ever. The ability to inspire, motivate, and guide a team towards a common goal can be the difference between success and failure. Yet, leadership is not just about making decisions and giving orders; it’s about understanding yourself and others on a deeper level. It’s about leading with empathy, emotional intelligence, and a commitment to growth—for both yourself and your team.
In this exclusive interview, we’re thrilled to introduce Kimberly Collins, a seasoned coach, author, and consultant who specializes in transformational leadership. With over a decade of experience in the orthodontic industry and a deep understanding of the Enneagram—a powerful personality framework—Kimberly has helped countless leaders and teams unlock their full potential. Through her work at Enneagram Reflections, Kimberly empowers leaders to develop the self-awareness and emotional intelligence needed to navigate the complexities of modern business.
Join us as Kimberly shares her insights on what it takes to be a truly effective leader in today’s world, and how you can apply these principles to achieve success in your own career.
Thank you so much for joining us! Our readers would love to get to know you a bit better. Can you tell us a bit about your backstory?
Thank you for having me, Stacey! My journey into leadership and coaching began in the orthodontic industry, where I owned a business for about 10 years. Managing a team of 35 employees, I quickly realized that effective leadership wasn’t just about managing tasks—it was about creating a positive workplace culture. This realization led me to explore transformational leadership, emotional intelligence, and the importance of self-awareness. Over time, I began coaching and consulting on these topics, which eventually led to the creation of my platform, Enneagram Reflections, where I help others develop these vital leadership skills.
That’s an inspiring journey, Kimberly. What inspired you to focus specifically on transformational leadership?
Transformational leadership really caught my attention because it’s about more than just managing people—it’s about inspiring and motivating them to achieve their full potential. I noticed that traditional leadership models often focused too much on the mechanics of managing tasks and not enough on the emotional and psychological aspects of leading people. Transformational leadership, on the other hand, emphasizes the importance of emotional intelligence, self-awareness, and empathy. It’s about creating a positive and motivating environment where people feel valued and supported, which ultimately leads to better outcomes for the entire organization.
How would you define transformational leadership in your own words?
For me, transformational leadership is about guiding people toward growth, both professionally and personally. It involves understanding the emotional needs of your team, fostering an environment of trust, and leading by example. A transformational leader is someone who not only manages tasks but also inspires others to reach their full potential, often by challenging them to think differently, encouraging innovation, and supporting their development.
Emotional intelligence seems to be a key element of transformational leadership. Can you explain why it’s so important for leaders?
Emotional intelligence is crucial because leadership is ultimately about people, not just processes. Leaders with high emotional intelligence are better at understanding their own emotions and the emotions of others, which allows them to manage relationships more effectively. This includes being able to handle stress, communicate clearly, empathize with others, and navigate the complexities of human behavior in the workplace. When leaders are emotionally intelligent, they’re able to create environments where people feel valued, understood, and motivated to give their best.
Can you give us an example of how a leader can use emotional intelligence to improve their team’s performance?
Certainly. Let’s say a leader notices that a team member is underperforming. Instead of immediately criticizing them, an emotionally intelligent leader would take the time to understand the root cause of the issue. Maybe the team member is dealing with personal stress or feels undervalued. By addressing these underlying issues with empathy and support, the leader can help the team member regain their confidence and improve their performance. This approach not only resolves the immediate issue but also strengthens the relationship and builds trust within the team.
That’s a great point. How can leaders develop their emotional intelligence?
Developing emotional intelligence starts with self-awareness. Leaders need to be conscious of their own emotions and how these emotions affect their behavior and decision-making. Journaling and mindfulness practices can be very helpful in this regard. Additionally, seeking feedback from others—whether it’s through formal assessments or informal conversations—can provide valuable insights into how others perceive your leadership style. Once you’re aware of your emotional strengths and areas for improvement, you can work on enhancing your empathy, communication skills, and ability to manage stress.
You’ve emphasized the importance of psychological safety in the workplace. Can you explain what that is and why it’s important?
Psychological safety refers to an environment where team members feel safe to take risks, make mistakes, and express their thoughts without fear of retribution or ridicule. It’s crucial because when people feel psychologically safe, they’re more likely to be creative, innovative, and engaged in their work. They’re not afraid to speak up with new ideas or concerns, which can lead to better decision-making and problem-solving. For leaders, creating psychological safety involves being approachable, encouraging open communication, and responding to mistakes with understanding rather than punishment.
What are some practical steps leaders can take to create psychological safety in their teams?
One practical step is to model vulnerability. Leaders can set the tone by admitting their own mistakes and showing that it’s okay to be imperfect. This helps to break down the barriers that might prevent team members from being open. Another step is to encourage and actively seek out input from all team members, ensuring that everyone’s voice is heard. Regular check-ins and feedback sessions can also help to reinforce the idea that it’s safe to speak up and that all contributions are valued.
Self-awareness is something you’ve emphasized a lot. Why is it so important for leaders, and how can they develop it?
Self-awareness is the cornerstone of effective leadership. Leaders who are self-aware understand their strengths and weaknesses, recognize their triggers, and know how their behavior affects others. This awareness allows them to manage their emotions and reactions more effectively, leading to better decision-making and stronger relationships. To develop self-awareness, leaders can practice journaling, engage in mindfulness meditation, and seek regular feedback from their peers and team members. These practices help leaders reflect on their experiences and gain deeper insights into their behavior and its impact on others.
Speaking of triggers, what advice would you give to leaders on recognizing and managing them effectively?
Recognizing and managing triggers is essential for maintaining composure and responding thoughtfully in challenging situations. Triggers are often tied to deep-seated fears or insecurities, and they can cause us to react impulsively. Leaders can start by identifying their triggers through self-reflection or journaling, noting situations that provoke strong emotional reactions. Once identified, it’s important to develop strategies to manage these triggers, such as taking a deep breath, pausing before responding, or even stepping away from the situation momentarily. Over time, this practice can help leaders respond more calmly and effectively, reducing the likelihood of conflict and improving their leadership effectiveness.
Stress management is something every leader has to deal with. What strategies do you recommend for leaders to handle stress and prevent burnout?
Managing stress is crucial for leaders, as it directly impacts their ability to lead effectively. One of the most important strategies is to take regular breaks, even if it’s just for a few minutes, to reset and recharge. This can help reduce stress levels and improve problem-solving abilities. Leaders should also prioritize self-care by setting boundaries between work and personal life, engaging in physical activity, and practicing mindfulness techniques like meditation. Another effective strategy is delegation—trusting your team to handle tasks can lighten your load and give you more time to focus on high-priority areas, which helps prevent burnout.
It sounds like these leadership principles can be applied beyond the workplace. How do you see these strategies benefiting personal relationships as well?
Absolutely, Stacey. The principles of transformational leadership, emotional intelligence, and self-awareness are just as relevant in personal life as they are in the workplace. In personal relationships, being aware of your emotions and triggers, communicating openly and empathetically, and creating a safe space for dialogue can strengthen bonds and improve understanding. The same strategies for managing stress and practicing self-care apply to personal life as well. By applying these principles across all areas of life, individuals can build stronger, more fulfilling relationships and lead a more balanced, harmonious life.
Let’s talk about coaching. How can coaching help leaders prevent burnout and enhance their leadership skills?
Coaching provides leaders with the support, guidance, and tools they need to navigate the challenges of leadership effectively. Through coaching, leaders can gain a deeper understanding of their strengths and areas for growth, develop strategies for managing stress, and improve their emotional intelligence. Coaching also offers a safe space for leaders to explore their challenges, receive constructive feedback, and set actionable goals. By working with a coach, leaders can prevent burnout, enhance their leadership skills, and achieve greater success in both their professional and personal lives.
You also incorporate the Enneagram into your coaching. How does that help leaders and teams?
The Enneagram is a powerful tool for understanding personality types and how they interact. By learning about their own Enneagram type, leaders can gain insights into their core motivations, fears, and behavior patterns. This self-awareness helps them to lead more effectively. Additionally, understanding the Enneagram types of their team members allows leaders to tailor their communication and management styles to better meet the needs of each individual. This can lead to improved relationships, reduced conflict, and a more harmonious team environment.
Can you share a success story where the Enneagram made a significant impact on a team or leader?
Sure! I worked with a team that was experiencing a lot of internal conflict. The leader was a Type 8 on the Enneagram, which means they were very assertive and driven but sometimes came across as intimidating to others. Several team members were Type 6, who value security and could easily feel threatened by the leader’s style. Once we identified these dynamics, we were able to work on improving communication and building trust. The leader learned to soften their approach, while the team members gained a better understanding of the leader’s intentions. The result was a more cohesive, supportive team that was able to collaborate much more effectively.
That’s an excellent example of how powerful the Enneagram can be. You’ve also written a book on this topic. Can you tell us more about it?
Yes, my book is titled “Enneagram in the Workplace,” and it’s a practical guide for leaders who want to use the Enneagram to improve their leadership and team dynamics. The book covers each of the nine Enneagram types, with a focus on how they behave in the workplace, how they communicate, and how they deal with stress. It’s filled with strategies and real-world examples of how leaders can apply the Enneagram to build stronger, more effective teams.
That sounds like a fantastic resource. Where can our readers find your book?
It’s available on Amazon, and there’s also a link to it on my website, Enneagram Reflections. I’ve designed it to be a go-to reference for leaders who want to deepen their understanding of themselves and their teams.
Excellent! Now, looking forward, what are your goals for the future? Any new projects or initiatives on the horizon?
I’m really excited about expanding my group coaching programs and workshops. I believe that leadership development is most impactful when it’s done in a community setting, where people can learn from each other’s experiences. I’m also working on a new book that will delve deeper into the intersection of emotional intelligence and the Enneagram, specifically for leaders who are looking to navigate the complexities of the modern workplace.
That sounds like a valuable addition to your work. We’ll definitely be on the lookout for that. Before we wrap up, what final piece of advice would you give to our readers who are aspiring to be transformational leaders?
My advice would be to embrace the journey of continuous learning and self-improvement. Leadership isn’t about having all the answers—it’s about being open to growth, both for yourself and those you lead. Stay curious, be compassionate with yourself and others, and always strive to lead with integrity and authenticity. Transformational leadership is about more than just achieving goals; it’s about making a positive impact on the lives of those around you.
Kimberly, this has been such an insightful and inspiring conversation. Thank you so much for sharing your wisdom with us today. I’m sure our readers have gained a lot of valuable knowledge that they can apply in both their professional and personal lives.
Thank you, Stacey! It’s been a pleasure to be here. I hope our discussion today helps inspire leaders to embrace the power of self-awareness and emotional intelligence in their journey. Remember, leadership is about growth—for yourself and those you lead.
