{"id":347,"date":"2018-02-01T18:09:48","date_gmt":"2018-02-01T18:09:48","guid":{"rendered":"https:\/\/danielvlopes238992071.wordpress.com\/2018\/02\/01\/the-5-ways-to-improve-your-self-awareness-as-a-leader\/"},"modified":"2025-04-21T10:20:01","modified_gmt":"2025-04-21T17:20:01","slug":"the-5-ways-to-improve-your-self-awareness-as-a-leader","status":"publish","type":"post","link":"https:\/\/canopy.is\/blog\/2018\/02\/01\/the-5-ways-to-improve-your-self-awareness-as-a-leader\/","title":{"rendered":"The 5 ways to improve your self-awareness as a leader"},"content":{"rendered":"\n

The most overlooked element of a successful leader is self-awareness. Here\u2019s why and what you can do about it.<\/h4>\n\n\n\n
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A few months ago, I asked<\/a> Ben Congleton, CEO of Olark<\/a>, what he wished he\u2019d learned earlier as a leader. No, he didn\u2019t mention learning a new business development hack, nor did he talk about the importance of hiring well. Rather, what Ben wishes he\u2019d learned earlier was how to improve his self-awareness as a leader.<\/p>\n\n\n\n

Self-awareness, really? After considering it for a moment, I caught myself nodding vigorously at his answer. How true!<\/p>\n\n\n\n

In my head, I recalled all the moments I\u2019ve personally lacked self-awareness as a leader: When I micromanaged someone yet had no idea when I argued against a new idea because of my own bias<\/em> \u2026 The list goes on. Each time, I\u2019d shot myself in the foot.<\/p>\n\n\n\n

The more I thought about it, the more I realized: Self-awareness at work just might be the most underrated, overlooked element of a successful leader.<\/p>\n\n\n\n

Here\u2019s why\u2026<\/p>\n\n\n\n

Why self-awareness is crucial for leaders<\/h3>\n\n\n\n

Fundamentally, self-awareness is about understanding your own mental state. It\u2019s knowing about yourself: When are you energized? When are you in a bad mood? Where are you strong in, and where are you weak? What are your tendencies, your biases, and your leanings toward? What might your blindspots<\/a> be?<\/p>\n\n\n\n

This self-knowledge is irreplaceable. Without self-awareness, you can\u2019t make informed decisions. You don\u2019t know if you\u2019re getting in your own way\u200a\u2014\u200aif a strong irrational personal bias or misguided mental model is shaping your view on things.<\/p>\n\n\n\n

Self-awareness is also critical as a leader because it means that you can build healthier relationships with your employees. Ben himself admits how his lack of self-awareness kept him from resolving an employee conflict as well as he\u2019d like. He recalls<\/a>:<\/p>\n\n\n\n

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\u201cI remember there was one point where I was trying to resolve a conflict between two employees, and I just was like my head was somewhere else, my head was just like \u2018This is the last thing on my to-do list, I just need to get this done, and then I can hop on a plane and go see my family.\u2019\u201d<\/em><\/p>\n<\/blockquote>\n\n\n\n

Lastly, self-awareness is important for your growth and personal development as a leader. You can\u2019t improve as a leader if you don\u2019t know what<\/em> to improve in. You have to see the current state of yourself clearly if you want to make any progress in getting better as a leader.<\/p>\n\n\n\n

With self-awareness being so important, what are the ways you can actually improve your self-awareness in leadership?<\/p>\n\n\n\n

How to improve your self-awareness as a leader<\/h3>\n\n\n\n

Assume positive intent.<\/h4>\n\n\n\n

One thing that Ben tries to keep in mind to improve his self-awareness as a leader is to assume good faith. When you feel yourself getting defensive and are not in a good mental state to receive feedback, stop and recognize it. Understand that the source of your resistance to what the other person is saying maybe your<\/em> poor assumption of the other person\u2019s intention. You think they\u2019re out to get you or have ulterior motives. So assuming positive intent<\/a> is a first step to bringing a sense of self-awareness to the situation: You may not be hearing things for what they are because you\u2019re misreading the other person\u2019s intention.<\/p>\n\n\n\n

Hold up a mirror to yourself and your decisions.<\/h4>\n\n\n\n

Self-awareness naturally includes assessing yourself for your own mental models, biases, strengths and shortcomings, and the gaps in your perception of reality. Something that Peter Drucker, the well-known management expert, has recommended is: \u201cWhenever you make a decision or take a key decision, write down what you expect will happen. Nine or 12 months later, compare the results with what you expected.\u201d Warren Buffet, in fact, practices a version of this with his investment decisions. This active reflection process helps create a deeper understanding of yourself. And by reflecting on your decisions and the outcomes, you can reach a more objective <\/em>understanding of what\u2019s working for you as a leader, and what\u2019s not.<\/p>\n\n\n\n

It\u2019s not all about you.<\/h4>\n\n\n\n

Self-awareness isn\u2019t just about reflecting inward and delving into what you\u2019re personally feeling. You have to understand what\u2019s going on with the other person, as well. How might what\u2019s happening at home or something that a family member is struggling with be affecting her performance? Does this person have preferences and reactions drastically different from your own? Don\u2019t assume that this person wants to be treated the way you<\/em> want to be treated<\/a>. Embracing this nuance that everyone is not like you is a cornerstone of self-awareness as a leader. It\u2019s not all about you\u200a\u2014\u200ayou must seek out to understand others\u2019 perspectives.<\/p>\n\n\n\n

Ask your team the tough questions.<\/h4>\n\n\n\n

If you really<\/em> want to become self-aware, there are few better ways to accomplish this than asking your team. This means asking questions that you may be hesitant to know the answer to. For instance, during your next one-on-one meeting<\/a>, try asking, \u201cWhen\u2019s the last time something I did or said frustrated you?\u201d Or, ask, \u201cWhen\u2019s the last time you felt unsupported as a member of the team?\u201d When you defer to them to shed light on your tendencies, not only will you get helpful information to give you greater self-awareness, but you show them<\/em> a willingness to become better as a leader. That, in itself, helps strengthen your bond with the rest of your team. Not sure exactly what to ask your team? Try a few of these questions to uncover your leadership <\/a>blind spots.<\/p>\n\n\n\n

Find an accountability partner.<\/h4>\n\n\n\n

For Ben, the most effective way for him to develop greater self-awareness as a leader was to hire an executive coach. For Ben, this was helpful for two reasons: (1) It created an accountability partner for him, helping him put into the practice the things he wanted to improve, and (2) it forced him to have a time to reflect every week, causing him to set aside time to deliberately to become more self-aware. Without this third-party intervening to keep Ben actively focusing on his own self-awareness, he doubts he would have made the same progress he did as a leader. Now, I\u2019m not saying you need to go out and hire an executive coach tomorrow. Rather, a third-party serving as an accountability partner could be a friend, mentor, spouse or anyone outside the company. You simply need a buddy to help make sure you\u2019re walking the walk when it comes to becoming more self-aware.<\/p>\n\n\n\n

I\u2019m so grateful that Ben admitted that self-awareness was his greatest leadership lesson. It was the reminder I needed to double-down on my own personal self-awareness. Without self-awareness, we fly blind as leaders. Choosing to know ourselves is truly our first step to becoming a better leader.<\/p>\n\n\n\n

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\ud83c\udf0a<\/em> Ready to become more self-aware as a leader? <\/em><\/strong>Then you’ll want to check out Canopy<\/a>. \u00a0Our software\u00a0<\/em>helps you nail the fundamentals of leadership, so you can become more self-aware:<\/em><\/strong>\u00a0We help you\u00a0run\u00a0<\/em>effective one-on-one meetings<\/em><\/a>, get\u00a0<\/em>honest feedback<\/em><\/a>, share\u00a0<\/em>team progress<\/em><\/a>, and\u00a0<\/em>build team rapport<\/em><\/a>.\u00a0Try\u00a0Canopy<\/a>\u00a0for free, yourself, today.<\/em><\/p>\n\n\n\n

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