Importance of Self-Awareness in Role Models at Work

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  • 0:03 Self-Awareness & Role Modeling
  • 0:55 Utilizing…
  • 1:42 Build on Strength & Weaknesses
  • 2:24 Communication at Work
  • 2:56 Modeling
  • 4:11 Lesson Summary
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Lesson Transcript
Instructor: Natalie Boyd

Natalie is a teacher and holds an MA in English Education and is in progress on her PhD in psychology.

How do good leaders and role models use self-awareness to help them communicate, manage, and encourage growth at work? In this lesson, we'll look at what self-awareness is and what specific things managers can do to cultivate it at work.

Self-Awareness & Role Modeling

Tori is a new manager. She wants to help her team grow and be a good role model for them, but she's not sure how. What does she need to do to be a good role model?

One aspect of being a good leader and mentor is to cultivate self-awareness, which is an understanding of one's strengths and weaknesses. It's important to utilize them and move towards being better.

For example, if Tori knows that her communication skills are not good, she can work on learning to be better at connecting with others. This will make her a better communicator, but it will also model a growth mindset for the people she manages; that is, Tori will be a good role model because of her self-awareness about communication. To help Tori understand how to use self-awareness to be a good role model, let's take a look at some of the aspects of self-awareness that managers need to effectively lead their teams.

Utilizing Self-Awareness at Work

Tori knows that her communication skills aren't the best and that communication is a key part of being a manager. But how can self-awareness help role models communicate better? First off, managers need to understand how to motivate others in order to communicate with purpose. Being self-aware means that Tori knows what motivates her and how her communication style may or may not motivate her employees.

For example, perhaps Tori is very motivated by bonuses, commissions, and other financial rewards for hard work. She might tell her team they'll all get bonuses if they work hard. But what if some of her employees are motivated by other things, like awards and recognition? If Tori is self-aware, she might see how her message is not motivating all of her supervisees.

Build on Strength & Weaknesses

Further, self-awareness helps managers build on strengths and address weaknesses with actionable steps. This is true both of the manager's strengths and weaknesses and those of the employees. Self-aware managers can coach their teams to work on weak points by guiding them with regular feedback.

For example, perhaps Tori has noticed that one of her team members struggles with following up with customers. She might offer feedback that includes the expectation that the team member will follow up more regularly, including a plan for how and when to follow up with customers. As the employee implements the plan, Tori will want to continually offer feedback, including positive feedback as he or she becomes better at following up.

Communication at Work

Finally, self-awareness is important for role models as they consider the words they use to communicate. Because everyone has a limited view of the world, self-aware individuals strive to understand how language can be detrimental to others and to avoid such language. This includes things like name calling and language with gendered or racial undertones.

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