Being an effective leader requires at least a fair amount of self-awareness. Self-awareness is being conscious of and able to articulate your own individual needs, motivations, and feelings. It also means that you are aware that how you experience the world is different from others.
Many leaders think they are self-aware but fewer actually are. Why is this? It’s complicated. From my experience working with hundreds of leaders with diverse backgrounds and expertise, few leaders receive honest feedback from their boss and team. And the higher up you are the less likely people are to tell you the truth about how they experience your leadership. Too much is at stake (including their job) so there is a strong bias to not share feedback. The c-level receives the least feedback. A cornerstone of building self-awareness is access to powerful feedback from those who know you well. This is why a majority of leaders benefit from a formal feedback process (e.g., qualitative interviews, validated personality profiles and multi-rater feedback).
Your success as a leader is measured by the success of myriad others. The higher up you are in the organization, the more people you have reporting to you, and the more this matters. As a leader when you speak and act, it impacts a lot of people. If what you say and do is congruent, everyone sees this and it nurtures trust and climate in a positive way. If what you say and do is incongruent, it diminishes trust and your team’s motivation. The more self-aware you are as a leader, the more likely your words and actions are aligned.
An example of how a lack of self-awareness presents is a leader I will call Sara. Sara tells everyone, “I never micromanage my team.” Sara “fully delegates” an important project to her team. When the project is almost done, she starts asking lots of questions and casts doubt on decisions her team has already made. The project gets derailed as the team realizes they have to go back to square one. Sara’s words don’t match her actions and that is usually the telltale sign of a lack of self-awareness. You can imagine the negative impact Sara’s behavior has on trust, engagement and productivity. It is monumentally ineffective.
Is building greater self-awareness worth it? Absolutely. Here’s why: an investment in your leadership effectiveness by building greater self-awareness impacts the effectiveness and achievement of your team. No matter where you start, you can learn to become more self-aware. Like anything worthwhile, it takes time and intention. I am convinced that it makes for a more skillful leader and creates a happier, less stressful life.
Welcome to Moira's blog. I write a (mostly) monthly post about the work of building better work places: people strategies, systems, teams and leaders.