How self-aware are you?

How self-aware are you?

My mission is to transform the way you think — to transform your mindset around many factors, including self-awareness – as effective leaders invest in developing their self-awareness.

“Knowing yourself is the beginning of all wisdom.”  Aristotle

What exactly is self-awareness?  Well, I suggest that there are two types of self-awareness.

The first, is internal self-awareness, which represents how clearly, we see and understand our own values, passions, and aspirations and how these fit with our environment.  It also allows us to understand how our reactions (including thoughts, feelings, behaviours, strengths, and weaknesses), impacts on others.  Research has found that internal self-awareness is associated with higher job and relationship satisfaction, personal and social control, and happiness; and it is negatively related to anxiety, stress, and depression. 

The second category, external self-awareness, means understanding how other people view us, in terms of those same factors as listed for internal self-awareness. Research shows that people who know how others see them are more skilled at showing empathy and taking others’ perspectives. For leaders who see themselves as their employees do, their employees tend to have a better relationship with them, feel more satisfied with them, and see them as more effective in general.

Even though most people believe they are self-aware, research indicates that only 10-15% of people have both internal and external self-awareness.

So, what would be the benefit for you to gain greater self-awareness?  Could it provide you with powerful insights that over time delivers:

  • Improved job satisfaction via aligning your role with your your strengths and ‘energisers’.
  • Improved relationships via stronger and deeper connections.
  • Increased credibility and respect from family, friends and staff.
  • Greater staff loyalty, productivity and retention.

Developing a High Performing Leadership Team is key to growing a successful and sustainable business.  Having greater self-awareness will equip you to better select, coach and develop your ‘Change Leaders’ and ‘Change Agents’.

Understanding and developing self-awareness is a key focus of the Leadership Acceleration Program.

So, what type of program is the Leadership Acceleration Program (LAP)?

It is a program that equips you to build a high performing leadership team.

Today, I want to share 4 areas that you can impact today.

Let’s dive in…


#1) What You Believe: You probably believe one or more of the following: 

  • I’m doing fine – both personally and in business so I don’t need to improve my self-awareness.
  • I don’t have time to sit and reflect as I have a demanding business to run.
  • I know myself better than anyone else and don’t need to dive deeper.
  • I know what people think of me and I’m absolutely fine with it.

Some or all of the above beliefs may resonate, but I suggest that your higher level of consciousness knows better.   “Self-awareness involves deep personal honesty.  It comes from asking and answering hard questions.”  Stephen Covey.

My life’s journey has convinced me of the power of working on self-awareness.  I suggest that you can also benefit from increasing your self-awareness. 

#2) How You Plan: For your personal reflections you will need to create the ‘space and time’.  Find a place that is conducive to reflective thinking – quiet, and without distractions and disruptions.  Set aside 15 minutes each day and have a journal ready to write down your insights.  For your management meetings, have an agenda item for reflection (the agenda title might be Review / Improvement).

 #3) How You Communicate: Your personal reflective thinking is often an internal conversation.  So asking yourself the right questions is key.  Below is a sequence of questions that you might start with and refine over time:

  • What was the best thing that happened today?
  • Why?  What did I contribute to the success?
  • What could have gone better?
  • Why?  What can I do differently in the future?
Your management meeting reflections can be facilitated by asking the questions above but substituting “I” with “We”. You should also lead by example and weave into the discussions your insights from your personal reflections.  Statements such as “I was reflecting on … and realised that I can improve on … and so moving forward I am going to …”

The key is to spend the greatest focus on the “what” – not the “why”.  Research indicates that some time spent on the “why” is useful; however, too much time spent on the “why’ becomes counterproductive.  This is because we often won’t be able to objectively deeply understand the reasons of our own behaviours … as we are prone to many unconscious biases.   

So, identify the “what” that needs to be reproduced or changed and journal those insights.  “We act our way to new thinking, not think our way to new actions to promote change.”  David Marquet.

#4) Your Community: The people you spend time with shape who you are and what you do. At one end of the spectrum, you only hang out with colleagues and friends that are uncomfortable with developing and discussing their self-awareness. At the other end of the spectrum, you spend time with people who are keen to reflect and discuss their insights and to help you to develop your own self-awareness.

Where can you improve? What would it take to improve?


If you want my teaching and coaching for developing a high performing leadership team then join me on the Leadership Acceleration Program.

This program is the culmination from observing, coaching, facilitating, and mentoring thousands of business owners and senior managers, and then deep diving into research to develop a unique program. 

** Join me for a complimentary virtual session to learn a key concept on how to drive a high performing team – click here to register.

By Glenn Taylor


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