How well do you know yourself? Understanding the depths of your character can be an eye-opening experience, especially when you learn about yourself through the perspectives of those closest to you. Often, our perception of ourselves differs from how others see us.

In the pursuit of success, we often realize the significance of collaboration with others. Self-awareness forms a crucial part of personal growth as it empowers us to comprehend our true identity, emotions, and responses to various situations. Whether these emotions stem from our past values or recent experiences, recognizing and understanding them is the first step towards building upon our strengths and mitigating negative aspects of our character.

What Does Self-awareness truly mean?

Self-awareness has become a crucial topic in modern management, and for good reason. It has been studied that people who possess self-awareness demonstrate higher confidence, creativity, and decision-making abilities.

Moreover, self-awareness facilitates the development of stronger relationships, more effective communication, and ethical behaviour. In the context of leadership, self-awareness is even more pivotal, leading to increased employee satisfaction, better leadership, and ultimately, more profitable companies.

As an organizational leadership expert, who help organisations improve by developing the right leadership behaviours and by optimising process capability, Winston Brown in his book KAIZEN FOR PERSONAL DEVELOPMENT, outlined the essentiality of Self-awareness for proper self and leadership development. You can read more about Kaizen here.

However, despite the importance of Self-awareness , there is still a significant gap between understanding it and its practical application to life and development. Hence, the reason for this blog post.

Two Types of Self-Awareness

For decades, researchers have explored various definitions of self-awareness:

• Internal Self-Awareness
• External Self-Awareness

Internal Self-Awareness

Internal self-awareness refers to how well we understand ourselves, including our values, passions, aspirations, strengths, weaknesses, and impact on others.

Individuals with high internal self-awareness experience greater job and relationship satisfaction, enhanced personal and social control, and increased happiness.

Conversely, low internal self-awareness is linked to higher levels of anxiety, stress, and depression.

External Self-Awareness

External self-awareness involves understanding how others perceive us concerning the same factors mentioned earlier.

Leaders who possess external self-awareness are more adept at showing empathy and adopting others’ perspectives. Employees tend to have better relationships with leaders who accurately understand how they are perceived, resulting in higher satisfaction and perceived effectiveness.

It’s crucial to note that being high in one type of self-awareness does not necessarily correspond to being high in the other.

Experience and Position Hinder Self-Awareness

Contrary to common belief, experience does not always lead to improved self-awareness. In some cases, experience can even hinder it. Studies have shown that individuals may not effectively learn from their experiences, and expertise does not guarantee the ability to discern false information.

Moreover, as leaders ascend to higher positions and accumulate more power, they become more susceptible to overestimating their skills and abilities. This phenomenon arises due to fewer candid feedback sources and a reduced willingness to listen as leaders believe they know more than their employees.

However, successful leaders counteract these tendencies by actively seeking frequent critical feedback from multiple sources. This practice fosters greater self-awareness and enhances their effectiveness as leaders.

Practical Strategies to Enhance Self-Awareness

To cultivate a strong sense of self-awareness, leaders can employ two practical strategies.

• Seeking Honest Feedback

Leaders should actively seek feedback from trusted individuals who have their best interests in mind, even if the feedback is critical. Relying on loving critics enables leaders to gain valuable insights without overreacting or overcorrecting based on one person’s opinion. By seeking feedback from multiple sources, leaders can ensure a balanced perspective.

Incorporating 360-degree feedback assessments can be particularly helpful for leaders to understand how they are perceived by their superiors, peers, subordinates, and even external stakeholders. The feedback process should encourage honest and constructive evaluations to provide leaders with a comprehensive understanding of their strengths and areas for improvement.

• Asking “What” Instead of “Why”

When reflecting on their thoughts, feelings, and behaviours, leaders should avoid “why” questions, as these can lead to unproductive negative thoughts. Instead, asking “what” questions encourages objectivity and empowers leaders to take action based on their insights. This approach enhances self-awareness and enables personal growth.

“What” questions focus on understanding patterns of behaviour, identifying triggers for certain emotions, and exploring potential solutions or alternative approaches. For instance, instead of asking, “Why did I react negatively to that feedback?”, a leader could ask, “What triggered my emotional response, and how can I handle similar situations differently in the future?”

Asking “what” questions encourages leaders to explore their own behaviours without judgment, promoting a growth mindset. This practice also fosters a sense of accountability, as leaders become more proactive in addressing areas that need improvement. I will suggest you read more on Kaizen to better understand the concept of self awareness for growth and development. You can find the book here

Subsequently, self-awareness is a fundamental aspect of effective leadership. Leaders who possess self-awareness are better equipped to make informed decisions, establish strong connections with their teams, and create a positive work environment. Understanding the two types of self-awareness—internal and external—provides a comprehensive perspective that allows leaders to continuously grow and evolve.

While experience and power can potentially hinder self-awareness, leaders can overcome these challenges by actively seeking honest feedback from diverse sources and shifting their introspective focus from “why” to “what.” Embracing feedback and asking the right questions empower leaders to gain valuable insights and make positive changes in their leadership style.

In conclusion, the journey to self-awareness is not a destination but an ongoing process of learning and self-discovery. As leaders continuously enhance their self-awareness, they will unlock new levels of personal and professional growth, ultimately leading to more fulfilling and successful leadership experiences.