Uncertainty has become a defining feature of today’s business environment. Markets shift, technologies evolve, and external pressures often create ambiguity for teams and organisations. In these moments, leaders play a critical role in fostering clarity and confidence. Interestingly, some of the most effective lessons on leadership under uncertainty come not from the boardroom, but from the barn — working alongside horses.

Horses are highly attuned to energy, intention, and consistency. They respond immediately to how we show up as leaders, making them powerful barometers for our communication, presence, and decision-making. Here are three proven practices leaders can use to build confidence during uncertainty, and the parallel lessons we learn from working with horses.

1. Communicate Clearly and Frequently

In times of ambiguity, teams need direction and clarity. Similarly, horses rely on precise, consistent cues to understand what is being asked of them. If our signals are muddled or inconsistent, the horse becomes hesitant and disengaged — much like a team unsure of its leader’s expectations.

Leaders build trust by:

• Sharing what they know and acknowledging what they don’t.
• Being transparent about challenges and decisions.
• Reinforcing consistent messaging to reduce confusion.

Just as horses gain confidence when our body language and cues are clear, people feel more secure and engaged when communication is open and dependable.

2. Model Calm and Decisive Behaviour

Horses are prey animals with a finely tuned ability to sense instability and incongruence. When a leader demonstrates calm, grounded presence, horses feel safe. When a leader brings anxiety or erratic energy, horses respond accordingly.

In the workplace, the same principle applies. Leaders who stay composed under pressure, avoid reactive behaviour and make decisions anchored in values, set the tone for their teams. Calm is contagious — and so is panic. The steadier the leader, the more resilient and confident the team becomes.

3. Empower Others and Encourage Adaptability

Effective leadership is not about control; it is about fostering partnership. Horses have survived for millions of years under a system of shared leadership. They share the responsibility for the health and wellbeing of the herd.

In organisations, confidence grows when leaders empower their teams:

• Involving them in problem-solving.
• Recognising progress and small wins.
• Encouraging resilience and adaptability.

Horses remind us that leadership is not a top-down directive, but a shared process. When people feel capable and included, they step forward with greater initiative and confidence.

Leadership during uncertainty is not about having all the answers. It is about how we show up — with clarity, composure and humility.

By communicating consistently, modelling steadiness, and empowering others, leaders create the conditions for confidence to thrive, even in challenging environments. Just as horses in their herds, teams look to their leaders to navigate uncertainty with presence and purpose.

Self-awareness is a cornerstone of personal growth, effective communication, and strong leadership. It has two distinct but interconnected dimensions: internal self-awareness (understanding our own values, goals, emotions, strengths, and weaknesses) and external self-awareness (recognising how others perceive us). When these two areas are balanced, we gain clarity about who we are and how we impact the world around us.

Internal Self-Awareness

Internal self-awareness allows us to connect with our inner world—our motivations, passions, and limitations. With it, we can make better decisions, set realistic goals, and build resilience. For example, someone who recognises that they thrive in collaborative environments can actively pursue roles that play to this strength. Without internal self-awareness, however, we risk chasing goals that don’t align with who we really are.

External Self-Awareness

External self-awareness focuses on how others experience us. Leaders, for instance, may believe they are being “direct” when in reality they come across as harsh or intimidating. Honest feedback is crucial here, as it reveals blind spots and helps us understand the ripple effects of our behaviour. Those who develop strong external self-awareness foster trust, collaboration, and psychological safety in their relationships and workplaces.

The Balance Between the Two

The challenge lies in maintaining balance. Overemphasising internal self-awareness can make us self-absorbed, while relying solely on external feedback may cause us to lose authenticity. True self-awareness emerges when we integrate both perspectives—knowing who we are internally while staying open to how others see us. This balance requires humility, curiosity, and a willingness to act on feedback.

Where Equine Assisted Learning Comes In

Horses offer a unique pathway to developing both forms of self-awareness. As highly sensitive, non-judgmental beings, they respond immediately and honestly to human behaviour, providing a kind of feedback that is both powerful and compassionate.

• Internal self-awareness through horses: Working with a horse requires presence, clarity, and emotional regulation. Horses mirror our internal state—if we are anxious, unfocused, or inconsistent, the horse reflects that back to us. This immediate feedback helps participants recognise their emotions, body language, and energy levels, deepening their understanding of themselves.
• External self-awareness through horses: Because horses are attuned to subtle cues, they reveal how our actions and energy are perceived. A person who thinks they are being calm and approachable may find that the horse keeps its distance, signalling a mismatch between intention and impact. This mirrors the human experience: how others perceive us may not always align with how we see ourselves.

Building Awareness Through Action

Unlike traditional feedback, which can feel uncomfortable or judgmental, equine-assisted learning provides experiential feedback in a safe and non-verbal way. Instead of asking “Why do I always struggle in these situations?” participants are encouraged to reflect on “What happened in this interaction with the horse?” and “What can I adjust to create a better connection?” This shift from “why” to “what” transforms self-reflection into constructive action.

The Bigger Picture

Equine assisted learning reinforces the principle that self-awareness is not just about individual growth but about fostering connection, trust, and collaboration. Just as effective leaders put the success of their teams above individual wins, working successfully with a horse requires partnership, respect, and clear communication.

Self-awareness—both internal and external—is a lifelong journey. By working with horses, individuals gain an experiential, embodied understanding of how they show up in the world and how they affect those around them. This balance of self-knowledge and relational awareness not only strengthens personal growth but also enhances leadership, teamwork, and authentic human connection.

In a world full of noise, the leaders who stand out are the ones who truly listen. Not just to respond—but to understand.

Active listening is something our equine enhanced programs teach beautifully. Horses don’t respond to titles, egos, or words—they respond to presence, intention, and authenticity. When you’re with a horse, active listening isn’t verbal—it’s about tuning into body language, energy, and unspoken cues.

As leaders, when we slow down and listen deeply (just as we must with horses) we:
– Build trust and psychological safety
– Create space for honest communication
– Strengthen our awareness and emotional intelligence
– Empower others to feel seen, heard, and valued

Active listening isn’t passive – it’s a skill that can be learned and developed. Leadership isn’t just about having all the answers—it’s about being fully present and connected.

Great leaders listen. Exceptional leaders listen well. And sometimes, our best teachers don’t speak at all.

Have you ever glanced at a standard world map and assumed Greenland was almost the same size as Africa? In reality, Africa’s landmass is about 14 times larger—but you wouldn’t know that from a quick look at certain map projections.

This discrepancy isn’t just about geography. It’s a powerful reminder of how easily our “mental maps” can skew our perception. When it comes to leadership, we often inflate certain issues, priorities, or people while overlooking truly significant factors. These distortions can undermine our effectiveness—much like misreading the size of Greenland and Africa.

That’s where my work as a leadership coach specializing in Equine Assisted Learning comes in. Horses respond to the most subtle cues providing immediate, honest feedback on a leader’s behavior and presence in real time. If our internal “map” is off—if we’re giving mixed signals or focusing on the wrong priorities—horses will show us, unmistakably.

Why horses? Because they’re masters of sensing incongruence. They don’t care about our titles, and they can’t be persuaded by corporate jargon. Instead, they respond to our authenticity (or lack thereof). If we’re inflating minor issues and overlooking major ones, the horse will indicate that disconnect. It’s as if they’re holding up a true-to-scale map of our leadership approach—helping us see where we might be miscalculating the “size” of our challenges or our impact.

If you’ve ever found yourself wondering why some priorities keep getting “blown up” while others slip under the radar, or if you simply want to ensure your leadership map aligns with reality, I invite you to explore Equine Assisted Learning. Let’s correct the distortions and lead with clarity, focus, and authenticity.

Ready to discover the real map of your leadership? Message me or visit our website to learn more about equine enhanced leadership sessions.

Further to my previous piece about the relationship between awareness and presence in leadership, I’m going to examine their impact on leadership effectiveness. In particular, I will look at the effect of awareness and being present in communication, adaptability, emotional intelligence, decision-making and culture, and the relevance of equine assisted activities in leadership development.

1. Improved Communication: Leaders who listen actively and communicate clearly and empathetically, fostering open channels of communication and building trust within their teams. Working alongside horses will highlight immediately any ambiguous and unclear messages from individuals and teams, compelling open and honest communication.

   2. Increased Adaptability: Awareness of the external environment and being present enable leaders to better navigate change, adapt to new challenges, and seize opportunities, making them more resilient and proactive. Horses are masters at navigating uncertainty enabling them to have thrived for millions of years in changing environmental conditions.

   3. Strengthened Emotional Intelligence: The combination of awareness and presence boosts a leader’s emotional intelligence, improving their ability to manage their own emotions and understand and influence the emotions of others positively. Horses are highly sensitive beings and can sense whether our actions and intentions are congruent.

4. Enhanced Decision-Making: Leaders who are both aware and present can make more informed and thoughtful decisions. They are less likely to be swayed by biases or react impulsively, considering a broader range of factors and potential impacts before acting. People think of horses as flight animals, but in fact they discern whether they need to expend the energy to run from a situation. For example, they will distinguish if the smoke in the air is from a BBQ or a bushfire, not simply smell smoke and flee.

    

   5. Positive Organisational Culture: Leaders who practice awareness and presence contribute to creating a culture of mindfulness within their organisation, which can lead to higher levels of employee engagement, satisfaction, and overall well-being. Horse leaders sole motivation is the “health, harmony and unity” (June Gunther, TeachingHorse LLC) of the herd. When we lead horses in equine-based activities, they expect the same from us.

   In summary, the relationship between awareness and being present is foundational to effective leadership. By developing both, leaders can enhance their ability to lead with empathy, clarity, and agility, driving positive outcomes for themselves, their teams, and their organisations. And an effective way to enhance these leadership qualities is through experiential equine assisted learning programs.

“What is the essence of what you do here at Leading Edge?” This question was recently posed to us by a leading Australian professional development educational organisation.

Simultaneously and without hesitation, both my business partner, Alice, and I answered, “It’s about self-awareness and being present.”

The relationship between awareness and being present in leadership is deeply interconnected and significantly impacts a leader’s effectiveness. Here’s how these concepts relate and their effects on leadership:

1. Awareness in Leadership: Awareness in leadership refers to a leader’s conscious understanding and sensitivity to both their internal state and the external environment. This includes self-awareness, emotional intelligence, situational awareness, and the awareness of others’ needs, emotions, and perceptions. Leaders who cultivate awareness have a better grasp of their strengths and weaknesses, can empathize with their team, recognize the dynamics within their organization, and are attuned to broader market and societal trends.

2. Being Present: Being present, or mindfulness, in leadership means that a leader is fully attentive and engaged in the current moment. Rather than being distracted by past events or future anxieties, a present leader listens actively, observes deeply, and makes decisions with a clear focus. This presence allows leaders to respond rather than react, making space for thoughtful decision-making and genuine interactions with team members.

3. The Relationship: Awareness and being present are mutually reinforcing. Awareness enhances a leader’s ability to be present. By being aware of one’s thoughts, emotions, and the surrounding environment, a leader can more effectively engage in the present moment. Conversely, being present enhances awareness by allowing leaders to notice more about themselves and their environment, recognizing subtle cues and underlying issues that might otherwise be overlooked.

Here at Leading Edge, our unique approach to leadership and team development combines theory, models and tools with experiential learning alongside our herd of horses. The result is an incredible opportunity to see the theory in practice, to deepen awareness of self, others and the environment, and to witness the impact of one’s leadership style, communication and approach to others. If we are willing to take onboard their leadership lessons, horses are a leveller that no human can match.

As I always say, “Quite simply, they make the invisible, visible.”

Horses always remind us about being present, because they can sense when our mind is elsewhere and will let us know.

When we aren’t present with our colleagues or even our families and friends, their feelings are likely to be the same – even if their reactions aren’t as obvious.

🐎 For example, my horse, Opal, gave me a reminder about being present during a five-day training course. It was day one and in addition to our six trainees,  we had a new client coming.

When we did our demonstration on how we work with the horses in the arena, instead of being her usual self and like one with me, Opal literally pulled me across the arena. I made it part of the demo – asking who they thought the leader was and what can happen when we don’t find our inner leader – but I was really surprised.

The session went well and afterwards I was chatting to one of the clients who said one word that hit me like a freight train.

“Presence”

I had let myself be so distracted with trying to do my best for the course participants and the new clients that I wasn’t present and Opal called me out on it. We’ve worked together for so long and I took her for granted. She called me out on that too.

In today’s world, we can struggle to remain present in the moment – we’re in a work meeting thinking about the next thing on our “to-do” list, or at home with the family but thinking about work. This is also one of the reasons that taking a genuine break can be difficult, particularly for those of us who have demanding jobs, businesses and/or responsibilities in our personal lives.

Being present in the moment is not something that necessarily comes easily to us. So, here are a few things that may help.

🧘 Try to be mindful and try to live in the now

🧘 Decide what your boundaries are with work

🧘 Set your own personal limits with technology use

Do you have any tips for remaining present? Let me know!

Improving self-awareness: How great performers become exceptional leaders

Often, highly proficient employees struggle to transition to a leadership role, simply because it requires a different set of skills. So, how should they adapt? It all comes back to one key foundation: self-awareness. The ability to see ourselves and how we impact each other is the most important management skill we can master.

An employee is a top performer, hitting targets and goals. As a reward, they get promoted. A logical and well-deserved career step – however, some people really struggle to effectively lead their team.

We’ve probably all seen this happen, or had it happen to us.

As a leadership coach, I believe we should be promoting from within; everyone deserves the chance to become their best self. Otherwise they’ll lose motivation, or leave. However, if you do promote your best performers, it’s crucial make sure they’re equipped with the abilities they need to become leaders.

Because being able to do your own job well and being able to lead a team are two very different things. Tasks such as resolving conflict and delegation don’t always come naturally. It can be a shock; one day you’re performing your role very proficiently, the next you are faced with a totally different set of challenges.

Without support to develop leadership capabilities we all know what happens – leaders leave, at great cost to businesses.

A good leader is a self-aware leader

So where do we learn these skills and in the process, become a good or even great leader? Well, I’ve been running our unique leadership programs for several years now, and I’ve coached a lot of up-and-coming leaders, so I can confidently say it all comes back to one core attribute: self-awareness.

Developing self-awareness is the foundation of good leadership, because when you’re conscious of your behaviour, you can start to understand how you impact upon others. From there, you can put it all together and start negotiating and mentoring and delegating and everything else your leadership role requires.

I’ve seen many moments of realisation in our courses which have helped participants improve self-awareness and overcome roadblocks on the way to successful leadership.

Recently, we had a team from a large accounting firm do a team building workshop with us. Ralph, a young manager from the team, was very task-orientated. This made him a high achiever in his role. However, when he started leading, he had trouble connecting with his team. He had a plan and thought he had communicated it clearly. It was only when our horse, Vinnie, picking up on the confusion and reflecting what the entire team was experiencing, that he realised he was neglecting to really listen to his teammates and how they were feeling. Vinnie basically refused to budge, and – as we have said many times – you can’t ignore a 500kg teammate. The only way for them to move forward was for them to make sure everyone was on the same page and felt comfortable. Ralph had a huge personal “aha” moment about empathising with others and putting himself in their shoes. Improving self-awareness meant he was then able to work on connecting with the team, which made for better leadership and a happier and more supportive atmosphere overall.

Ways leaders can improve self-awareness

So, we’ve established that a good leader is a self-aware leader, but where to from here? Developing self-awareness is not easy – if it was, human relationships would be a whole lot more straightforward (or more horse-like)!

Here are some of my tips for up-and-coming leaders:

• Be yourself. Often, we feel the need to act like someone else at work, driven by insecurities and predetermined notions about the workplace. But really, authenticity is an essential quality in a leader; letting others know you is a crucial part of knowing yourself.

• Define your core values. This goes hand-in-hand with the previous point – know what you stand for and constantly check in to see if you’re living up to these values.

   

• Try to see situations from other people’s point of view. This includes accepting and more importantly, using feedback. I always say part of the magic of working with horses is they accept you for who you are, and their feedback is instantaneous. But, without a large animal there to help, it can take practice to be able to accept feedback and look for a more neutral perspective.
• Be present. Another one the horses teach us about all the time! They live in the moment and they are great at helping us get better at this too. Being present not only helps your team, but allows you to better check in on your own behaviour. Worry about how you’re behaving now, not what might happen in the future.

Do you have any tips to add? Anything you’ve learnt from experience? If you want to develop your self-awareness and other leadership skills, email us at info@lepd.com.au