Nobody is perfect…that's easy for pretty much everyone to admit. So, why do some leaders act as if they have no faults? Some may be trying to protect their reputations - they might think that admitting mistakes or weaknesses will result in a loss of respect. Others may simply lack self-awareness. How can someone admit a fault if they don't even know about it? Working with someone like this can be very frustrating, especially if that person happens to be your supervisor. Having a strong sense of self-awareness is good for employees at all levels of the organizational chart, but it's even more crucial for leaders. The tips below can be useful for someone looking to increase their sense of self-awareness.
Engage in honest reflection.
It's not pleasant to think about your own deficiencies, so start out with an easier task - consider your strengths. What do you think you're really good at? What comes naturally to you? What do you enjoy doing? Knowing your strengths is just as important as knowing your weaknesses.
Next think about areas in which you might struggle. What are you not so good at? If you're not sure, think about tasks that seem to linger on your to-do list for longer than they should - why do you put them off? Is it because they are difficult for you to accomplish? Why do you think that is? Thinking about tasks or assignments that make you uncomfortable may help you uncover areas in which you can afford to improve.
Use a structured or formal process to learn more about yourself.
Take your own personal bias out of the picture by completing an objective assessment. Make sure it was developed based on solid research and that it measures areas that are important to your current role. Be sure that you will receive detailed feedback about your results. Complete the assessment honestly. If anything in your results surprises you, delve into that area in detail. Try to think of examples that support the assessment results. If you can't think of any, ask for your supervisor's opinion. This is a great way to uncover blind spots.
Gather data from your coworkers via a 360-degree survey. Invite your direct reports, peers, and your supervisor to give you feedback about what it's like to work with you. Make sure this process is not tied to a performance review, salary increase, etc. Clearly communicate to your coworkers that you're doing this to gain self-awareness so that you can continue to increase your effectiveness in your role. Be sure to sell the process to get as much input as possible - getting honest, detailed feedback will not only help you develop, it will make you a better boss, a better peer, and a better worker in general; it's in everyone's best interest to engage in this process.
Related: 5 Tips to Get the Most Out of Your 360-Degree Feedback Evaluations
Consider how your strengths and weaknesses impact others.
Once you have a good handle on your strengths and areas for improvement, consider how they impact your coworkers. Do you have team members who are strong in areas that you are weak? Leverage them and learn from their successes. If you have a strength that's currently being underutilized, talk with your supervisor about opportunities that will allow you to use that skill. Before you take on a new assignment, consider if it's well-suited for your particular set of strengths. If it's not, see if you can work with someone whose strengths compliment your weaknesses. Be mindful that your quality of work will impact your team and the organization as a whole, so plan accordingly to ensure your success.
Good leaders tend to have a thorough understanding of their strengths and weaknesses. Some are naturally very self-aware, while others have to more consciously engage in the activities listed above. Careers are typically not static, so having an ever-evolving sense of self-awareness is critical to ensuring leaders remain effective. Use the above tips to learn more about your strengths and weaknesses as a leader, and stay tuned for a future blog on how to develop your areas of opportunity after you've identified what those are.
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Christian Spielman was a Consulting Associate based in the Pittsburgh office of PSI Services LLC. Christian provides client support across many different industries including manufacturing, customer service, retail, and healthcare, with a particular focus on leadership assessment and development.
FAQs
First, it enables leaders to recognize their strengths and areas for improvement, guiding their personal and professional development. Studies consistently show that leaders with a high degree of self-awareness are more effective, empathetic, and capable of inspiring their teams to achieve more significant results.
What is a self-awareness activity? ›
Self-awareness activities are exercises you perform to further understand who you are and aspire to be. These activities prompt you to consider your personal values, feelings, and desires, pinpointing things you love about yourself and areas for self-improvement.
What are four ways to improve self-awareness? ›
Here are some steps you can follow to become more self-aware:
- Take time to meditate. Meditation is a form of concentration meant to heighten awareness. ...
- Write down your goals. ...
- Get feedback at work. ...
- Talk to your friends. ...
- Keep a diary. ...
- Create a life timeline. ...
- Be objective. ...
- Accept yourself.
Public self-awareness could look a person realizing how much they swear when out to dinner with others based on the reactions of those around them. In both cases, the self-aware individual understands their thoughts and actions connect to the world around them, and in turn, help form their identities.
What are the four types of self-awareness? ›
There are many different ways to think about self-awareness, but four keys that are often mentioned included mindfulness, self-compassion, reflection, and feedback. Mindfulness allows people to become more aware of themselves in the present, while compassion allows them to do so without passing judgment on themselves.
How can self-awareness lead to success? ›
Self-awareness is the cornerstone of recognising one's strengths and weaknesses. Successful individuals acknowledge their abilities while also being aware of areas that require improvement. This awareness enables them to capitalise on their strengths and actively work on refining their weaknesses.
How to develop self-awareness at work? ›
Examples of self-awareness
- be open about your weaknesses.
- balance information about your strengths by also mentioning areas where you'd like to learn and improve.
- let your employer know about tasks you may need extra support or assistance with.
- present clear plans for how you intend to improve your skills and capabilities.
Self-management skills include:
- Regulating and expressing one's emotions thoughtfully.
- Demonstrating perseverance and resilience to overcome obstacles.
- Sustaining healthy boundaries.
- Identifying and using stress management strategies.
- Setting personal and collective goals.
- Using planning and organizational skills.
Having self-awareness gives us the power to influence outcomes; helps us become better decision-makers and gives us more self-confidence. We can communicate with clarity and intention, which allows us to understand things from multiple perspectives. It frees us from assumptions and biases.
What are the three steps of self-awareness? ›
Self-Awareness
- Cognitive world: Thoughts, beliefs, biases, assumptions, values, mental activity.
- Emotional world: Emotions, feelings, moods.
- Behavior in the world: Language, behaviors, actions – and how your behavior impacts others and is impacted by invisible forces such as power, culture, and trust.
Self-awareness stems from reflecting on three aspects of the 'Self':
- 1) 'I-Self' This aspect answers the question, 'How do I see myself? ...
- 2) 'Me-Self' – This answers the question of 'How do others see me? ...
- 3) 'Ideal-Self' – This answers the question of 'How do I want others to see me?
Common Self-Awareness Techniques
- Mindfulness Meditation.
- Grounding techniques, and reconnecting to the Earth.
- Tai Chi, Qigong, or Yoga.
- Strength Assessments, such as the Values in Action Strength Test, from the University of Pennsylvania.
- Journaling.
- Having a Personal Vision.
- Observing others.
Successful leadership is grounded in self-awareness. If you are self-aware it means you have made (and are constantly updating) an accurate appraisal of your personality, of what motivates you, and what your strengths and weaknesses are.
How to show self-awareness? ›
You can demonstrate your self-awareness skills in your new role by doing the following:
- Be honest if you're unfamiliar with software or a process you are being asked to use.
- Assert your personal strengths and offer your help in those areas.
- Ask for additional help or training when you require it.
Self-aware leaders are better able to understand themselves, regulate their emotions, and show empathy towards others. This increased self-awareness also leads to more self-confidence, the ability to make informed decisions, positive influence on employees and the organization, and success in their careers.
Why is knowing yourself important in leadership? ›
As self-aware leaders, when we're able to take a good, hard look at ourselves in the mirror and question our own thinking, values and actions, we're not only able to encourage growth, adaptability and honesty within ourselves, but we also cause a ripple effect of self-awareness on those we are tasked with leading.
Can a leader grow without self-awareness? ›
In order to use your strengths to your advantage and work on improving your weaknesses, you must first be aware of them. In short, you can't grow and evolve as a leader without self-awareness. Emotional intelligence. This is the ability to identify and influence others' emotions and decisions.
Christian Spielman was a Consulting Associate based in the Pittsburgh office of PSI Services LLC. Christian provides client support across many different industries including manufacturing, customer service, retail, and healthcare, with a particular focus on leadership assessment and development.