Be honest—when was the last time you reflected on your leadership? That you ran a leadership self-audit? Not just a passing thought between meetings, but actually sat down to assess your decisions, interactions, and blind spots?
If you’re like most executives, the answer is probably not recently or maybe even “never”.
I get it. You’re moving from one challenge to the next, focused on execution. But here’s the thing: without regular reflection, you’re just reacting—not leading.
The best leaders don’t just charge forward. They pause, assess, and adjust. A simple weekly self-audit can help you make better decisions, strengthen your influence, and avoid costly mistakes.
And no, this isn’t about adding another thing to your plate. It’s just five key questions, 30 minutes a week. Here’s how to make it happen.
1. Block Time for a Strategic Leadership Review
If it’s not scheduled, it won’t happen.
Treat this as your time to evaluate your leadership—not just what got done, but how you led. Friday afternoons are ideal for reviewing the past week, while Monday mornings help you set a strong foundation for the week ahead.
- Block 30 minutes on your calendar under “Strategic Leadership Review” and make it recurring.
- Set expectations with your team that this is protected time. If necessary, delegate a point person to handle urgent issues while you step away.
- Find a quiet space where you can think without distractions. If needed, step out of your usual environment—sit outside, go for a walk, or use a whiteboard to map your thoughts.
- Eliminate distractions. Turn off notifications, put your phone away, and avoid multitasking.
What Should You Review?
- Key Interactions: Did I communicate my vision clearly and create alignment?
- Decisions: Were my choices guided by strategy or immediate pressures?
- Emotional Triggers: When did I react instead of responding thoughtfully?
- Execution: Where did I delegate effectively, and where did I get in the weeds?
Growth Focus: What is one leadership shift I will make next week?
Each week, ask yourself these five questions and be honest with yourself:
A Harvard Business Review study concluded that successful CEOs consciously iterate on how they use their time. When asking yourself questions, make sure to take action to iterate and improve your time management.
Jot down quick notes—this isn’t about writing a novel. Over time, you’ll spot patterns and make more deliberate improvements.
2. Review Key Interactions: Are You Building Alignment?
Every leadership moment—whether in a board meeting, a client negotiation, or a quick check-in with your team—either builds trust or erodes it. But this is tricky to assess because it’s about how others experience you.
Instead of guessing, ask yourself:
- Did I clearly communicate the bigger picture? Have I shared my broader vision and what I want the business to achieve?
- Did I check for understanding? Did I ask questions to confirm alignment, or did I assume people were on the same page?
- Did I make space for input? Did I encourage discussion and invite different perspectives, or did I dominate the conversation?
- Did I follow through on commitments? Have I done what I said I would do, or is there something I need to revisit?
Try this as part of your leadership self-audit:
At the end of each week, pick one significant conversation and write down:
- The context: Who was involved? What was the goal?
- The outcome: Did it lead to clarity, alignment, or action?
- One thing you would do differently next time.
Over time, this practice will help you spot patterns and refine how you communicate.
3. Evaluate Your Decisions: Were They Strategic or Just Reactive?
Every leader has moments where they second-guess a decision—or realize they made it too quickly. A weekly decision review helps you track where you’re being intentional and where you might be rushing.
Ask yourself:
- Did I make decisions based on long-term strategy or short-term pressure?
- Did I seek diverse perspectives, or rely on my usual go-to people?
- Was my reasoning clear, or was I influenced by external pressure, fatigue, or emotion?
- Did I communicate the ‘why’ behind my decisions, or just the ‘what’?
Try this:
Use a Decision Review Matrix with four simple explorations
Tracking this weekly will reveal patterns. Are you over-relying on a few advisors? Are you making rushed calls under stress? This awareness allows you to adjust.
4. Identify Emotional Triggers Before They Control You
Even the most seasoned leaders get triggered—by resistance, by uncertainty, or by things not moving fast enough. The difference? Great leaders notice their reactions before they derail critical moments.
Think back to the past week:
- What caused a strong emotional response? Was it a specific situation, a team dynamic, or internal pressure?
- How did I respond? Was it measured, or did I react impulsively?
- What would I do differently next time?
Try this:
- Identify one emotional trigger you’d like to handle differently.
- Rehearse a better response. Mentally walk through the same scenario, but imagine yourself responding in a more constructive way.
- Ask for feedback. If you’re not sure how you came across, check in with a trusted colleague.
This isn’t about eliminating emotions. Emotions provide important data that we need to pay attention to. It’s about being in control of how you express them.
5. Set One Leadership Goal for the Week Ahead
Reflection without action is pointless.
Now that you’ve reviewed the week, set a clear, measurable goal for the next one. Make it:
- Specific: What exactly will you do? No vague “be better” goals.
- Measurable: Can you track it?
- Accountable: Who will keep you honest?
Try this:
Use the 3×1 Rule to focus your efforts:
- One leadership behaviors to adjust. (Example: Listen more, delegate better, give clearer direction.)
- One concrete actions to take.
- One person to hold you accountable.
This keeps your self-audit focused on actual behavior change—not just passive reflection.
Take Your Leadership Self-Awareness Further with Enneagram Applied
Understanding why you lead the way you do is just as important as knowing what to adjust. That’s where Enneagram Applied comes in.
This program is designed specifically for executives who want to:
- Recognize hidden leadership blind spots.
- Develop more effective decision-making patterns.
- Improve communication and team alignment.
A private equity partner I worked with realized their direct, results-driven style was stifling innovation in junior team members. By adjusting how they ran meetings, they unlocked fresh thinking and better investment outcomes.
If you want sharper decision-making and stronger influence, explore Meritage Leadership’s Enneagram Applied Program—built for executives who want to lead with greater clarity and impact.
