How to Be Perceived as an Outstanding Leader in Your Company – Anna Gottschalg, Leadership Sprouts & Brafe Space

About this episode

Every founder faces this challenge eventually: the team grows rapidly, the organization becomes more complex, and suddenly problems arise that can't be solved through sheer willpower alone. The reason is often the same: insufficient leadership skills from the founders themselves.

Anna Gottschalg, former Head of People at trivago and founder of Leadership Sprouts, knows these challenges firsthand. In her conversation with Fabian, she explains how founders can develop their leadership qualities while simultaneously building a strong company culture.

The Limits of Rapid Growth

During rapid growth, founders often hit their limits. What worked yesterday breaks down today under the weight of increased complexity. Teams get larger, processes become more convoluted, and direct control diminishes.

Many founders then try to solve operational problems by hiring more people. But this is often a fallacy. Without clear leadership structures and a well-thought-out organizational strategy, new employees won't solve the problem – they might even make it worse.

Balancing Operations and Vision

One of the biggest challenges for founders is finding the right balance between day-to-day operations and strategic work on vision and company development. Many remain trapped in operational details for too long, neglecting their actual role as visionaries.

The right time to focus more on vision and strategy usually comes sooner than expected. Once the team reaches a certain size and basic processes are established, founders should begin gradually withdrawing from operational business.

What does it mean concretely to work strategically and visionally? It means focusing on the big picture, defining long-term goals, and setting the course for the company's future, rather than getting lost in daily minutiae.

Understanding and Shaping Company Culture

Company culture is more than just a buzzword – but it's also not what many people think it is. It's not about foosball tables in the office or free drinks. Real company culture emerges through lived values, clear communication, and consistent behavior from leadership.

To create the foundation for a desired culture, you first need clarity about what values the company should embody. These must then be consistently demonstrated and considered in all decisions. Culture doesn't happen overnight – it's a long-term process that requires patience and consistency.

Understanding and Situationally Applying Leadership Styles

There are different leadership styles, and each has its place – depending on the situation and the team's maturity level. The art lies in applying the right style at the right time:

• –Directive Style: Useful with new teams or in crisis situations when quick decisions are needed
• –Supportive Style: Ideal for motivated teams that need guidance
• –Participative Style: Works well with experienced teams that can take responsibility
• –Delegating Style: For highly qualified and independent employees

Successful leaders switch situationally between these styles and adapt to their team's needs. Rigidly sticking to one style often leads to problems.

The Path to Outstanding Leadership

Anyone who wants to be perceived as an outstanding leader must be willing to continuously work on themselves. This means:

• –Seeking and accepting honest feedback
• –Knowing your own strengths and weaknesses
• –Consciously developing yourself and learning new leadership skills
• –Being consistent in words and actions
• –Empowering the team instead of controlling it

Leadership isn't an innate trait, but a craft that can be learned and perfected. Founders who understand this and act accordingly have the best chances of successfully scaling their company while building a strong, sustainable organization.