Shadow of a Leader

Shadow of a Leader increases self-awareness by surfacing two lenses: (1) what colleagues honestly observe about your leadership impact (feedback) and (2) what you tend to notice—or reject—in others (projection). By understanding and embracing these aspects, leaders can amplify their intended impact and reduce unintended, often negative, effects. 

• Coachees / Leaders: Build an accurate picture of your leadership brand and blind spots. 
• Facilitators / Coaches: Guide reflection, integrate feedback with projection insights, and co-create action plans. 
• Program / PMO: Coordinate rater outreach, timeline, and report release logistics.

• Two insight channels: Feedback (others’ honest perceptions) and Projection (what you’re drawn to or resist in others). 
• Personal brand gap: Explores how you’d like to be seen vs how you are currently perceived, to identify focus areas. 
• Intended vs unintended impact: Helps reduce negative shadow effects by making them discussable and coachable. 

1. Confirm scope & timing: Align with the coachee on objectives and a completion window (e.g., request raters to respond within ~5 days).
2. Select raters: Choose a balanced set (manager/peers/stakeholders) who will provide candid, constructive feedback. 
3. Launch invites: Use the standard rater email (below). The platform sends a unique link; responses are collated and shared with the coachee.
4. Collect projection reflections: Have the coachee note what they’re attracted to or don’t accept in others as a second data stream.
5. Debrief: Coach reviews themes across feedback and projection, connects to desired brand, and shapes an action plan. 

Below is the BTS Coaching platform’s default wording—customize bracketed fields as needed:

Reference: “Shadow of a Leader – rater email example.” 

• Compare brand vs perception: Note where intended brand and rater perceptions align or diverge; prioritize 1–2 shifts that will matter most. 
• Link feedback & projection: Explore how what you notice/reject in others might mirror your own shadow.
• Translate to behaviors: Define visible, practice-able behaviors to reinforce the desired impact and reduce unintended effects. 

• Rater anonymity: Communicate that feedback is anonymous and time-bound to increase candor and response rates.
• Balance of raters: Ensure a representative mix to avoid skewed themes; emphasize honest, open responses. 
• Developmental framing: Position the exercise as insight for growth—not evaluation—to encourage learning and ownership.