Personal Awareness

I’m fascinated by the question of how leaders become self-aware because it seems like such a daunting challenge for so many of them. I was facilitating a leadership training a few years ago and it became apparent that several participants had no idea how they were viewed by their employees or what kind of workplace environment they were creating. I had staff members confide in me during breaks that the way these leaders were portraying themselves was very different from how other people perceived their actions.

Becoming self-aware is important because it allows you to make positive adjustments and become an even better leader. Here are some practical questions you can ask yourself to start developing your level of self-awareness:

• Think about your behavior. What works, what doesn’t, and what might you do differently?
• How well do you deal with your and others’ emotions?
• How does your thinking affect your workplace?
• What are the unresolved issues inside you that require healing?
• How do your employees really view you?
• What type of work environment does your leadership create?
• What situations keep coming up in your workplace and how does your leadership style affect them?
• What type of results do you get and at what cost?
• How open are you to learning new things and changing your leadership approach?

Think about questions like these and you’ll begin the process of becoming more self-aware. Leaders who take a look at themselves are able to grow and adapt because they’re open to examining their emotions, thoughts, and behaviors. They have the ability to welcome change and improve their skills. They also get to be happier because they can let go of the things that don’t work and focus on approaches that do.

Becoming more self-aware doesn’t mean tearing yourself down or feeling like you’re a failure, it’s a process you embark on to become stronger and more proactive. What would you add to this list?

Cheers,

Guy

Have you ever noticed that people often define leaders as those who can run around giving orders? I consult for many private and nonprofit organizations that lack self-awareness and swear leadership means being able to tell people what to do. It’s a highly directive style where the leader gives orders, expects them to be carried out and then gets agitated if they’re not. This approach has been in use since our distant ancestors decided it was a good idea to tell the kids to shut up and do as they’re told. This leadership style is pervasive in our workplaces even to the point where people greatly admire someone who “takes charge” or “pushes everyone to succeed.” The catch with this kind of approach is that it’s deeply rooted in controlling people rather than inspiring them.

It’s really easy to tell people what to do because it’s a one-way exchange that requires no self-awareness. You give the order, they deal with it. Inspiration is quite another thing because it’s about figuring out a way for people to feel like doing excellent work because they feel great about themselves and the organization. Here are some practical ways you can move from controlling to inspiring leadership.

• Ask employees what they love to do and help them do it.
• Have conversations with your employees where all you do is listen to them.
• Let employees assign themselves tasks and set their own goals.
• Brainstorm ideas with employees and actually use them to improve the organization.
• Share information and ask for people’s ideas to improve it.
• Find ways to delegate and let go of the need to control people and outcomes.
• Set a positive example of how to treat people with kindness.
• Ask your employees what inspires them and then help them do it.
• Take a look at yourself and ask, “How can I be more inspiring every day.”
• Admit your mistakes.
• Be vulnerable once in a while.
• Trust your employees.
• Praise your employees.
• Ask your employees how you can be more inspiring.

Try these ideas and you’ll find you start moving from trying to control employees to helping them be more inspired. It will take some effort because many workplaces are structured to run on control but, with practice and dedication, you will enjoy a workplace that is both more inspired and more productive.

What will you do to develop self-awareness and inspire employees?

Cheers,

Guy