Implementing Self-Awareness Tools

Harsh leadership truth: Many leaders have a critical blind spot. Self-awareness. They're often shocked when 360-degree feedback reveals their leadership style is demotivating or demoralizing. The root cause is usually one of two things: #1 They've never sought out candid feedback about the impact of their leadership #2 They lack the tools to assess their own strengths and weaknesses objectively This blind spot can have disastrous consequences: • Employee engagement plummets as team morale erodes • High-potential talent leaves to find a better leader elsewhere • The leader's career trajectory stalls as their reputation suffers The good news is self-awareness can be developed with intentional effort. Here are 3 strategies I use to help leaders close this gap: #1 Institutionalize Feedback Implement regular 360-degree reviews to gather input from direct reports, peers and managers. Supplement with frequent informal check-ins. The key is to position feedback as a gift – not a threat. #2 Leverage Assessments Use scientifically validated tools like StrengthsFinder or DISC to build self-understanding. Debriefing the results with a certified coach provides powerful "aha" moments and actionable insights. #3 Examine Impact vs. Intent Have leaders map out pivotal team interactions and objectively compare their intended impact with the actual impact on others. The gaps are often revelatory and become focus areas for adjustment. As self-awareness grows, I've seen leaders transform in powerful ways: • They mend strained relationships and build deep trust and loyalty • They start showing up in a way that inspires and engages their teams • They make better decisions by accounting for their natural tendencies and biases Helping a leader close their self-awareness gap is some of my most gratifying and high-impact work. The ripple effects on their team, organization and career are immense. If you're in a leadership role, don't let a lack of self-awareness hold you back. Proactively seek to understand your strengths, blind spots and impact. It takes humility and courage, but the payoff is well worth it - for you and everyone you lead. Join the 12,000+ leaders who get our weekly email newsletter.  https://lnkd.in/en9vxeNk

One of the most dangerous things in leadership? Unaware toxicity. I’ve worked with executives who weren’t trying to be arrogant or controlling. They simply didn’t realize how their presence impacted others. According to Harvard Business Review, 95% of people think they’re self-aware, but only 10-15% actually are. That means most leaders are making decisions, managing teams, and shaping culture with unchecked blind spots. Self-awareness is a strategic advantage. It affects everything. Including how you negotiate, lead under pressure, relate to your team, and handle high-stakes decisions. Here’s something most leaders don’t know: When your emotional intensity hits a 7 out of 10 or higher, your logic drops, even if you’re excited or happy. That’s why emotional awareness is essential. So what does self-awareness actually mean? It means checking in with yourself before walking into a room. Noticing when your body is off, your tone is sharp, or your intentions are misaligned. It means recognizing the ripple effects your reactions have on everyone around you. And this is where the real damage gets done: Some leaders become aware of how they operate and still choose to manipulate. Those are the ones you need to remove from your company entirely. But for those who are willing to do the work? Self-awareness can transform everything. Where is where to start: 1. Interoceptive Awareness Practice sensing your heartbeat and breath during moments of stress. Track your physiological signals. The more aware you are of your internal state, the faster you can self-regulate. 2. Daily Debrief Ask: What emotion drove me today? Where was I reactive? What decisions felt misaligned? Go beyond surface-level journaling and get into emotional cause and effect. 3. Real Feedback Loops Ask peers, not just subordinates, for feedback. Build an environment where people can tell you how you actually come across. 4. Emotional Downshifting Name what you feel. Breathe. Anchor. It takes 60 seconds to shift out of limbic overdrive and into clarity. 5. Empathic Awareness Before your next meeting, ask yourself, “If I were them, how would I experience me right now?” That’s how trust is built in real-time. Self-awareness just might be the most powerful leadership skill of the next decade.

If you want to be a better coach, you have to get out of your clients' way. As a coach educator, this visual is a tool I teach all my program participants to do just that. This concept is called the "Johari Window" and it's a self-awareness tool. There are 4 sections to it: 1. Open Area: Things about you that you know AND others know as well. 2. Hidden Area: Things about you that you keep private to yourself (such as fears, opinions, thoughts, personal stories, etc). Others will only know these things through self-disclosure or exposure. 3. Blind Area: Things about you that others know but you don't know (such as unconscious habits, patterns, opinions, etc). You will only know these things when you ask for feedback. 4. Unknown Area: Things that you don't know about yourself AND others don't know about you either (trauma, biases, untapped potential, etc). You can only know these things through shared discovery or self-discovery. Here's how this tool helps you become a better coach: → Hidden Area: Sharing some private information with your clients develops trust, encouraging clients to open up more. → Blind Area: Feedback from your clients & mentors will show you where to improve and show up better as a coach. → Unknown Area: Learning about your unconscious biases & trauma will help you identify potential triggers in coaching conversations. The smaller your Blind & Unknown Areas get, the more you can get out of your clients' way. And the better you become as a coach.

🌟 Unlocking Self-Awareness for Career Success: A Lesson from the Johari Window Model 🌟 Navigating career challenges is a journey of self-discovery. One of my students Ravi, a skilled software developer, for example. He consistently excelled at his technical tasks, yet he struggled to progress during job interviews. Determined to understand the gap between his abilities and his results, he consulted me. I introduced Ravi to the Johari Window, a tool designed to enhance self-awareness and improve interpersonal communication. This model consists of four panes: 🔹 Open (Known to self, known to others): Qualities that both you and others recognize. 🔹 Hidden (Known to self, unknown to others): What you keep private from others. 🔹 Blind (Unknown to self, known to others): Traits others see, but you may not realize. 🔹 Unknown (Unknown to both): Untapped potential and blind spots waiting to be discovered. With guidance, Ravi recognized that to unlock his full potential and align himself with his dream role, he needed to focus on expanding his Open pane. Here's how he did it: 1️⃣ Embracing his strengths publicly: During interviews, Ravi began confidently highlighting his technical achievements, leadership capabilities, and problem-solving approach. 2️⃣ Seeking regular feedback: He reached out to colleagues, mentors, and friends for candid input about his work, communication style, and areas for improvement. 3️⃣ Welcoming constructive criticism: Rather than getting defensive, Ravi viewed feedback as a stepping stone for growth. His openness to learning transformed his mindset. Through this process, Ravi developed greater self-awareness, allowing him to communicate more effectively and authentically with potential employers. His interviews became not just about answering questions but about sharing his story, connecting with interviewers, and showcasing his authentic self. This clarity and openness led to him securing a top-tier position in a company that aligned with his career aspirations. Key Takeaways for Job Seekers: 💼 Self-reflection is key: Understand your strengths, values, and areas of improvement. 💼 Solicit feedback: Ask for honest input from mentors, peers, and trusted connections to uncover hidden strengths and blind spots. 💼 Embrace learning: Use feedback constructively to evolve and grow, both personally and professionally. 💼 Communicate authentically: During interviews, confidently express your true self—your skills, experiences, and values. 💼 Build meaningful connections: Cultivate genuine relationships by being transparent and open about who you are and what you bring to the table. Rajiv Kapoor Prof. (Dr.) Hanu Bhardwaj Susanta Bose Ambika Vasudev #CareerGrowth #SelfAwareness #CommunicationSkills #JobSearch #JohariWindow #CareerDevelopment #InterviewTips #Leadership #ProfessionalGrowth #CareerSuccess

True leadership is born from within. Before you can lead others, you must first master leading yourself. That journey starts with one critical element: self-awareness. Self-awareness is the foundation of all great leadership. When you understand your strengths, blind spots, and motivations, you're better equipped to guide others with authenticity and purpose. —-How to START building self-awareness—- 1.) Reflect Daily Take 5 minutes each day to ask yourself: What went well? What didn’t? Where did my actions align—or misalign—with my values? 2.) Seek Honest Feedback Ask your team and peers for insights about how you show up. Embrace the tough stuff. 3.) Recognize Your Emotional Triggers (we all have them) Pay attention to how you react under pressure. Self-regulation is key to keeping calm and leading with clarity. 4.) Own Your Growth Self-awareness isn’t a one-time thing. It’s a journey of continuous learning and improvement and you own yours. Couple of thoughts: 🔄 Avoiding self-reflection and feedback ↳ Stays stuck in comfort zone ↳ Misses growth opportunities ↳ Blind spots persist 🌱 Embracing self-awareness ↳ Continuous personal growth ↳ Authentic connections flourish ↳ Unlocks your full potential What’s one self-awareness practice that has worked for you?