How Self-Aware Are You as a Leader?

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 Did you know that our unconscious mind is responsible for about 90% of our decisions? When we put this estimate into the context of our jobs, it’s important to understand what about yourself is driving these subconscious choices. Regarding ourselves as leaders, how mindful are we about our strengths, weakness, beliefs, or emotions? As individuals who want to lead the change in workplace culture, it’s critical to know which areas of yourself align with your company’s core values and which areas may need more work.
 

 To find out your level of self-awareness, you can take less than 5-minutes to complete the iNLP Center’s “Self-Awareness Test.” We tried it, and the results explained a lot!

Our test experience:

  • The survey takes you through 12 different questions, covering categories like your personal beliefs and life values. All categories are listed on the test page
  • The areas on the assessment represent what is called the “hot spots” of self-awareness, which are areas that have the directional power to save you from problems or lead you right into them.
  • The higher you score, the more conscious you are of your weaknesses, strengths, emotions, doubts, etc.
  • Based on our responses, most of us scored a 50%-75% on the scale which indicated that we had an average level of self-awareness with some opportunities in ourselves to extend it further.

 

Regardless of your results, we believe there’s always room for improvement. Since our personalities and beliefs are not static concepts, our challenge to be open to change and other ideas can test our self-awareness – especially for our clients.

 

“It is self-awareness that allows the best business-builders to walk the tightrope of leadership: projecting conviction while simultaneously remaining humble enough to be open to new ideas and opposing opinions.” 

-“How Leaders Become Self-Aware” by Anthony K. Tjan

 

How self-awareness affects our clients:

When our clients begin focusing on ways to improve or lay the foundation for their workplace culture, there can be some nervousness regarding the transition or rollout phase of new methodologies. When a particular culture has been in place for a considerable amount of time, that hesitation is entirely reasonable. It is through our workshops, masterclasses, and coaching sessions that we can align the organization’s self-awareness to its plan to achieve their desired culture.

 

We can use the alignment of core values as an example. Ask yourself the following questions:

  • Which core values speak firmly about your organization?
  • Which core values don’t?
  • What motivates you and your leadership to make decisions around culture?

 

A significant degree of mindfulness is critical to answer these questions and to lead your organization towards a culture of values that reflect it. As a leader, being self-aware is an asset when examining the gaps in your leadership style that need some alignment with your organization’s desired values. To drive your teams towards the culture you want, having self-awareness is vital to understanding how you can best contribute to your evolving culture.

 


 Want to see the results of a culture-aligned leadership? Learn how our happiness model can produce a positive ROI for your organization:

 Download Our Hello Doc

 

 

About the Author

Briana Krueger

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