Insights from Mateja Vraničar Erman, Chair of the CEF Advisory Board, on How to Lead Differently
We are happy to share a reflection by Mateja Vraničar Erman, Chair of the Advisory Board at the Slovenian Ministry of Foreign and European Affairs, who took part in the CEF Expert Development Program. In her story, Mateja shares how developing coaching and mentoring skills helped her rediscover her own strengths, shift her leadership mindset, and foster a more inclusive and collaborative team culture. Reflecting on her learning and self-discovery, she describes how stepping back, listening more deeply, and creating space for others to contribute led to stronger connections, shared ownership of solutions, and lasting transformation in the way her team works together.
"During the program, I learned new approaches to communication and problem-solving, but I also rediscovered knowledge I already had—knowledge that I had simply forgotten. It had been there, somewhere in my subconscious. The program helped me reconnect with this knowledge and put it into conscious practice.
I still remember the moment it clicked. During one of our sessions in the CEF Expert Development Program, we received feedback from Marko that gently challenged us: “Are you here to learn something new, or do you just wish to prove you are right?” It wasn’t just a comment—it was a mirror. I realized how often I leaned into solutions, into being the one with the answers, trying to prove I was right, rather than creating space for others to speak, reflect, and contribute. Of course, this way my organization could arrive at quick solutions, but they were not always inclusive. They didn’t always resonate with the team members and, as a result, were not always implemented with enthusiasm.
As a result, I began questioning my communication style—not out of doubt, but out of curiosity. What would happen if I held back my instinct to solve and instead invited others in? As I progressed, I came to understand that by stepping back, I could foster deeper connections. Holding space wasn’t passive—it was powerful. It allowed others to reflect, to feel heard, and to co-create solutions. This insight was reinforced through communication training and open exercises that encouraged trust and creativity. I began practicing how to create safe spaces, and slowly, I saw the shift—I embraced pauses and the listening part of conversations.
Something remarkable happened: the conversations became richer and more layered. People leaned in, not just to the topic, but to each other. Our team didn’t just generate new insights—we shared ownership of the solutions. This inclusive approach led to more thoughtful strategies and a greater sense of collective responsibility.
This shift doesn’t mean I abandoned my leadership role. Rather, I integrated new approaches to communication while reinforcing the structure of problem-solving and solution-oriented leadership within the team.
I can see that my shift in mindset is beginning to ripple outward. Team dynamics have changed. Decision-making has become more collaborative. People feel empowered to speak up, to challenge, and to contribute. This evolution supports how our team culture develops—from one of individual expertise to shared wisdom.
This journey taught me that leadership isn’t about having all the answers. It’s about creating the conditions where answers can emerge—from everyone. And that, to me, is the most valuable transformation of all."