Self-awareness and how to develop it

self-awareness or self awarenessWhat is self-awareness?

Self-awareness, or awareness of self, is the first pillar of emotional intelligence and it really is the key to everything.

At a fundamental level self-awareness means being aware of the existence of an entity or presence which is identifiable as you. The idea that you are a distinct and unique being when compared to all the other beings around you. I’m going nowhere near this philosophical rabbit-hole but feel free to explore it yourself if you like that sort of thing.

A more practical definition is the conscious knowledge of your own thoughts, feelings and behaviours. Developing more self-awareness is the intentional monitoring of one’s current self and the practical application of work and adaptation to produce a desired and different future self. This is generally known as self-development.

Why is self-awareness important to your self-development?

You must start somewhere. If you don’t know where you are starting from how can you plot an effective course to anywhere else?

A deep and honest appraisal of your strengths and weaknesses takes real courage but the knowledge you will gain will pay huge dividends.

Assuming you have decided to develop yourself, it is well worth getting right down deep and looking at your inner self in a radical new way. This is scary. Seriously, it is very scary. We tend to hide ourselves from ourselves using sophisticated internal narratives which even we come to regard as absolute truth. These are not truths but rather constructs we have created to rationalise and make sense of our own inner worlds, combined with our experience of the external world. We form beliefs and hold values about both our inner world and the outer world.

When we formed these narratives they would have been, or at least have been believed to have been, highly beneficial and useful. As our lives move on they may well stay useful but often become simply neutral; being neither useful or non-useful. Problems can arise when these narratives become non-useful to us. They can even become detrimental and harmful to us. We either decide or are forced to choose to make changes. When we decide to do this ourselves, with or without help, this is called self-development.

Ways to get under the hood

Assuming you have chosen to become more self-aware to make changes you must now get started. You can follow several pathways to make progress. By the way, I don’t believe many people ever gets to total self-awareness. Total self-awareness is the realm of the buddhas and other enlightened beings. I have never gotten close and simply treat the process of my life as a work in progress. I am simply enjoying the journey of discovery.

Completely solo self-discovery might be possible, but I struggle to picture someone making genuine and sustainable progress in isolation. We all need feedback to understand progress and this is easier working either directly with other people or using resources created by others who possess the knowledge and skills we seek.

I will briefly discuss five areas here:

  • The Johari Window
  • Psychometric tools and instruments
  • Coaching
  • Mindfulness
  • Other self-development resources

The Johari Window

One interesting model for getting you started is to look at something called the Johari Window. The model was devised by American psychologists Joseph Luft and Harry Ingham back in 1955. The name chosen simply derives from a combination of their names. The model essentially states we have four symbolic or metaphorical areas within us and these impact on our interactions with the wider world. I’ll leave you to look on-line for information about the Johari Window model. It is fascinating and very well-documented, so I will not waste your time by reproducing unnecessary material here.

  1. An “open” area of which we are aware, and of which others are aware.
  2. A “hidden” area of which we are aware, but of which others are not aware.
  3. An “unknown” area of which we are unaware, and of which others are unaware.
  4. A “blind” area of which we are unaware, but of which others are aware

Actively exploring this model as a formal exercise is an interesting and informative activity for individuals and groups. Why not try it out? Consider working with a coach or trusted friend and see what you can discover.

Psychometric tools and instruments

You could also examine some, or all if your budget will stretch that far, of the psychometric personality and psychological profiling tools, of which there are many. I will not bore you with the details, but a quick online search will reveal a substantial and growing list.

You may well have encountered such tools. They have their uses and can prove very incisive in some cases. There are many distinct types, and quite a number are aimed at highly specific aspects of personality or behaviour. Not all are good of course so buyer beware or caveat emptor. Do your research and ask your network for feedback and advice. The results provided should be interpreted carefully and in context. I recommend seeking out a trained and or licenced practitioner to get the best value from your experience. Once again, consider working with a coach or trusted friend and see what you can discover.

Coaching

I have mentioned coaching several times now and I must admit to some bias here. I am a professional coach and I work with many people on just this kind of personal journey. People sometimes worry about the cost of employing a skilled professional coach, but the transformational returns often far outweigh any financial investment. The experience is often life changing and I would highly recommend it.

Be coached by a trusted friend or colleague. Someone who has been on a similar journey. You could buddy up with someone and take the discovery journey together. I believe the journey is the important thing so begin it as soon as you can and do it the way which suits you best. Start with the why and the how will look after itself.

Mindfulness

Mindfulness is a simple meditation-based practice. It yields a variety of mental, physical and emotional benefits; Many of these are now scientifically shown as highly effective. Mindfulness meditations typically consists of focusing full attention on something and simply observing your thoughts and experiences as they appear. Thoughts are transient and thoughts are not the person. Mindfulness is all about awareness, observing without criticism and learning to be compassionate with yourself.

With practice, mindfulness allows you to differentiate between wholesome and unwholesome thought patterns. The mindfulness practitioner then has many options available for either letting thoughts go entirely or modifying them into more wholesome forms.

Over time, mindfulness practice can bring about long-term changes in mood, happiness levels and overall mental and physical wellbeing. Studies have shown mindfulness can prevent the onset of depression and positively affects the brain patterns underlying day-to-day conditions such as anxiety, stress, depression and reactive emotions so that if they do arise, they dissipate more easily. Memory, creativity, reaction times and even productivity can all improve. Mindfulness practice creates wholesome thought processes for improving or ameliorating any number of emotional attitudes, mental states and mind/body relationships.

Is mindfulness just mystical nonsense?

Neuro-scientists have highlighted and proved the brain’s ability to alter its structure and internal connectivity in adaptive response to repeated conditioning: known as neural plasticity. We are familiar with the idea that effectively and repeatedly practising any activity, such as a musical instrument, leads to more and more skill with that instrument. Running repeated thought processes over time will also alter the neural pathways to make that mode of thought easier and stronger; less commonly realised. Mindfulness takes positive advantage of this phenomenon and seeks to strengthen wholesome thought patterns for the benefit of the mindfulness practitioner and those around them.

To practice mindfulness is to use the power of our minds to give deep, focused and non-judgemental observational attention to our own experience as it unfolds.

Mindfulness is a gym for the mind and as such it opens a world of possibilities. I am a huge fan of mindfulness. Seek a good introductory course and get practising. You could even attend a guided retreat if that is your thing.

Other self-development resources

There are numerous books, courses, guides, videos, audios, apps and more besides, all designed to help you, or at least relieve you of your money, in your efforts to self-develop.

Choose carefully and work with solid proven sources. Once again, a good coach or mentor can help with this. Whatever you do make sure you do something.

Although self-development is often an internal pursuit, it is not a theoretical or spectator-based activity. It requires action so act. Do something positive and you are on your way.

Some last thoughts on developing self-awareness

You are the centre of your universe. It all starts with you.

If you can’t, don’t or won’t dig deep and fully acknowledge and accept your true, warts and all, self then the rest of your life will be inauthentic and superficial at best. Even if you learn to get on well with others, your lack of knowledge or ownership of your own core being will leave you with a sense of incompleteness and imbalance. In my experience others can sense this fundamental lack in you and they will treat you differently as a result.

This search for true self-awareness takes courage, commitment and massive honesty. I’m not suggesting you go and sit cross-legged on top of a mountain for years on end. I am suggesting you begin to identify your true strengths and weaknesses, your true values and beliefs and your true desires and fears. Work with a coach, friend or trusted advisor if you need to. Seek honest feedback and accept it with gratitude. Do whatever you need to do to learn more about the true you.

Is it easy? Absolutely not. Is it even possible? Well, I’m still searching for my true self, so I can’t answer that one for you I’m afraid. In truth, you may never find the absolute true you but if you try hard enough you will find enough truth to work wonders with.

The next post in this series will look at the second EI pillar which is the regulation of self.

I hope you have enjoyed this article. If you have, please subscribe to either the blog or my newsletter to ensure you hear about subsequent articles and other useful and informative material.

In the meantime, you might also like to check out:

Emotional Intelligence in the real world

Self-regulation and its importance to you

Understanding others and how to do it

Relationship: The art and practice

Emotional Intelligence in the real world

high emotional intelligence or EI equals real moneyWhat is Emotional Intelligence?

Emotional Intelligence or EI is a term used commonly in the business and professional world. If you are a manager or leader you will be expected to possess an elevated level of emotional intelligence. You should be constantly looking to improve it still further. You are expected to identify and nurture it in your staff and teams. The measure of your emotional intelligence level is known as your Emotional Quotient or EQ. This measure of EQ is now considered more important than the traditional measurement of intelligence or IQ.

Here’s the problem. Many of the professional people I encounter in my coaching and training work have a poor understanding of their own emotional intelligence levels. They also have a poor understanding of what is meant by Emotional Intelligence as a concept. This is a real concern.

This is a whistle-stop tour of the four elements and is designed to provide some awareness. Take emotional intelligence very seriously. Nurture it and develop it in yourself and others.

Why does Emotional Intelligence matter to you anyway?

Managers and leaders who handle people poorly or who have little understanding about other people, that is those with a low level of emotional intelligence, tend to create high stress levels, high staff turnover rates, low productivity and low quality of output.  They can even create elevated levels in sickness and HR legal problems. At work this costs you or your business real money. They generally, but unfortunately not always, do poorly themselves.

Good managers and leaders do the exact opposite. Managers and leaders with high emotional intelligence make you or your business real money. They are generally more successful in their own right as well.

On a personal level a high level of emotional intelligence enables us to negotiate life with more ease and success. We understand ourselves well, we can curb our excesses and we can play to our strengths. We can build solid relationships and people both like us and want to be with us. Life is generally better with high emotional intelligence.

Emotional Intelligence in a nutshell

the four pillars of emotional intelligence

Simply stated, and as shown in the diagram, there are four main components or pillars:

  • Awareness of self
  • Regulation of self
  • Understanding of others
  • Managing relationships with others

That’s it, plain and simple. These four elements cover pretty much everything you do in your life and work regarding interpersonal interactions and self-development. All well and good but what can you do in the real world now you know this? What does this mean for you?

There is a lot of complex theory, ideas and downright nonsense flying about regarding emotional intelligence, so I will make it as plain and straightforward as I can and keep it on a practical level.

Awareness of self

This is the first pillar of emotional intelligence and it is the key to it all. You are the centre of your universe. If you can’t, don’t or won’t dig deep and fully acknowledge and accept your true, warts and all, self then the rest of your life will be inauthentic at best. Even if you learn to get on well with others, your lack of knowledge or ownership of your own core being will leave you with a sense of incompleteness and imbalance. In my experience others can sense this fundamental lack in you and they will treat you differently as a result.

This search for true self-awareness takes courage, commitment and massive honesty. I’m not suggesting you go and sit cross-legged on top of a mountain for years on end. I am suggesting you begin to identify your true strengths and weaknesses, your true values and beliefs and your true desires and fears. Work with a coach, friend or trusted advisor if you need to. Seek honest feedback and accept it with gratitude. Do whatever you need to do to learn more about the true you.

Is it easy? Absolutely not. Is it even possible? Well, I’m still searching for my true self, so I can’t answer that one for you I’m afraid. In truth, you may never find the absolute true you but if you try hard enough you will find enough truth to work wonders with.

Regulation of self

The second pillar of emotional intelligence is the regulation of self. Once you begin to discover and uncover this true version of yourself, you will then begin to realise certain behaviours, thoughts and emotions which are somewhat less than helpful to both you and others. You may discover beneficial traits and thought processes which you may not have realised you had. To improve your emotional intelligence, you now need to work on regulating or controlling the unhelpful attributes and ideally boosting your more helpful attributes.

Once again, easier said than done. Do you have a lack of focus or attention? How about procrastination? What about really needing to lose weight or get fitter? Are you a perfectionist? Maybe a little too passive-aggressive perhaps? Are you lonely? Perhaps you lose your temper easily? Do you need more assertiveness? What about your fear of conflict? How are you going to address these and any other issues you might have?

What really stops you doing what you know needs to be done? Is it time? Is it money? Or is really laziness? Perhaps it is all three or even none of the above. Only once you become aware of your deep true self, which we looked at in the previous section, can you work on the true core issues?

Understanding of others

The third emotional intelligence pillar is an understanding of others. When you get right down to it, other people can be confusing and strange. It can be hard enough to try and figure out what makes us tick but once other people get involved in any part of our lives and work, it can get very messy and complicated. Life would be technically easier without other people, but it would be a lonely and essentially pointless existence. We need other people and generally we like other people, so it makes sense to understand them.

The big problem is that everyone is as unique in their way as you are in yours.

The good news is, although each one of us is truly unique, we can also be usefully categorised and bundled in quite general ways. These broad-brush definitions and classifications are not truly accurate, but they are incredibly useful ways to inform our own thoughts about and behaviour toward the other people we interact with. They could be said to be intentional and well-meant stereotypes. With a little study and practice you can become very adept at recognising these broad categories. At this point you can then adapt your communication and behaviour to get the best from any encounter with them.

Even if you don’t like other people very much, learning to understand what makes them who they are can greatly elevate you as a communicator and leader.

Managing relationships with others

Managing relationships with others is the fourth pillar of emotional intelligence.

“No person is an island, entire of itself; every person is a piece of the continent.” John Donne said this, although I have changed the quote a little for reasons of gender correctness – the 16th and 17th century world of John Donne was markedly different too our enlightened utopia.

The truth of his statement is unaltered. You need to build solid and effective relationships with other people in all areas of our lives and work. All of us need to develop strong personal and professional networks. We also need to be able to operate effectively as key elements in the networks of others.

When the first three pillars of emotional intelligence are firmly in place we can then begin to create and successfully manage such relationships and networks.

Our friendships, family connections and working relationships can define us. Modern life is nigh on impossible without them. Even if it were possible to live entirely alone and isolated, for myself at least, it would be a miserable and pointless life.

Begin at the beginning

The order the emotional intelligence elements are in place is the order in which to develop them for best results. Firstly, make sure that every element is in place then try and balance them in terms of level. If you are poor at managing relationships for example and relatively happy with the other key elements, then start by developing your ability to manage relationships. Completeness and uniformity of ability is the first step.

Developing emotional intelligence phase 1

Secondly, once the elements are in place and broadly level, you can begin to consider bringing the level of all four up to as high a level as you can without overdoing any one area.

Developing emotional intelligence phase 2

There will always be a tendency to lead and lag on elements in any such endeavour but don’t stick to your favourites or strong areas at the expense of others. Using the relationship element again, if you hate talking to new people or even talking to friends and colleagues, don’t simply allow yourself to become a very self-aware observer of others. Seek tuition, coaching or support and force (or regulate) yourself to get out there and do it anyway.

This is a basic introduction. It is a practical overview at best. There is always more to learn and absorb. Like life itself, developing emotional intelligence is a journey of discovery.

Next steps

I’m going to be blunt here. Leaders are readers so educate yourself and become informed. Learn all you need to know about emotional intelligence and its implications. This applies to all your life. Don’t wait to be spoon fed. Too many people do that so stand out from your crowd and get the knowledge. If printed books are not your thing then get audio book versions. If video is your thing then seek out the information on www.TED.com or YouTube. Go on a course or hire a coach. Whatever you do make sure you get the information you need.  You owe it to yourself and your staff to be the very best leader and manager you can be.

I recommend you start with the work of Daniel Goleman who popularised the rise of EI with his book Emotional Intelligence then seek out the myriad of associated online resources.

Once you have the theoretical knowledge, start to experiment and grow. Begin to apply the knowledge practically in the real world. Make mistakes then reflect, learn and move on. Try new things out. Seek coaching and training and try them out again. Seek feedback. Increase your own emotional intelligence and help others do the same. The effort is worth it.

I hope you have enjoyed this article. If you have, please subscribe to either the blog or my newsletter to ensure you hear about subsequent articles and other useful and informative material.

In the meantime, you might also like to check out:

Self-awareness and how to develop it

Self-regulation and its importance to you

Understanding others and how to do it

Relationship: The art and practice

People Issues Cost Real Money

people issues cost money picture of burning money

Picture this people issues scenario

You are not really a people issues type manager and you don’t normally pry either. Thing is, one of your key managers has become a bit preoccupied and distant lately. Nothing you can point to directly but something has changed and their performance is not what it was.  You are struggling to rely on them for anything these days.

Apart from poor performance, it is the small indications you have noticed the most. They eat alone or go out for lunch. They do not make small talk. Laughter has been replaced by silence and occasionally even an out of character snap back.

You do not know why any of this is happening of course because you have not asked them and well, based on your experience with them, they would be unlikely to tell you anything anyway. It is probably just a phase and will all blow over in time. Besides you have a business to run and targets to meet.

Messy people issues are for HR to deal with, right?

Most managers will readily acknowledge the all too common scenario above. There are many variants and degrees of severity but essentially the situation boils down to a key worker having some sort of issue and their performance suffering.

Could be you are part of a large organisation and the effects are not huge in relation to the rest of the staff. Maybe the person in question is in a role which impacts few others in the organisation and has no impact on the customer experience. Perhaps.

However, what if you are a smaller business and that person represents a major percentage of your staff? What if they are your key salesperson or an agent who interacts directly with your customers? Perhaps that person manages a key department and the reduced performance and poor attitude filters down. What if that person is you and you are the CEO? What if indeed.

People issues cost real money

Even if you set aside or forget the basic human right whereby the employee should be helped to feel better on ethical grounds, try applying an actual pounds and pence costing to the results of the poor performance in terms of wasted wages and lost opportunity. Try a modest five or ten percent reduction and factor this into relevant organisational scenarios in your business and you’ll soon see some uncomfortable figures developing. These numbers represent money you are losing which should really be on your bottom line.

People issues rarely fix themselves

In my experience these people issues rarely if ever fix themselves. If things worsen for this person you are looking down the barrel of more disruption, stress related illness, sickness and even the employee leaving altogether; potentially with the all too common legal repercussions which can follow.

Someone wrapped up in a personal issue is generally stuck there. They cannot see a way out because everything looks black. If they could see a solution to a superficial problem there would be no issue in the first place, just an exercise in prioritising and resource marshalling.

People need help to get unstuck

Stuck people need a resource outside of themselves to get unstuck. As a good manager, you are duty bound to take positive steps once you know there is an issue. Some managers are great at being this much-needed resource but sadly they are in the minority. Many managers lack the skills and empathy to address the situation properly and, even though they may have the best of intentions, when they take a, “come on chin-up, it’ll be alright” or a “pull yourself together” approach this can often make the situation worse.

Even talking to someone at work at all can be a no-go area for the person with the issue because whether it is a work-related problem or a personal one there are a host of reasons they may not feel comfortable discussing it. They might not want to risk exposing their perceived weakness or failure any further. Their boss may in fact be the cause of the issue. They may fear a lack of confidentiality, even from an internal company coach or counsellor.

What is the people issue solution?

What then is the solution when you have someone who is stuck, suffering and costing your organisation money? You cannot simply ignore them and, unless you are a skilled and experienced coach who has the full trust of their staff, you are unlikely to help them effectively yourself. Internal coaching often doesn’t work due either for a variety of reasons already mentioned.

My recommendation is to bring in a high-quality external coach.

Now, in the spirit of full disclosure, I may be a little biased here but my bias comes from a place of love.

I am a high-quality coach and much of my work centres on this very type of personnel issue. I and other high-quality coaches provide mental and emotional space, deep-dive questioning, a positively challenging environment and full confidentiality. The very things which stuck people need in place. These key elements enable them to open up fully and discuss, sometimes for the first time, any and all issues which are holding them back. It can and frequently does work wonders.

Coaching is an investment not a cost

When these people get back on track they often bounce back better than ever and the positive ripples can spread far and wide within the organisation. Whichever coach you do choose, make sure the chemistry is right and check that coaching is indeed the best option. A modest outlay in quality coaching at the right time can realise a massive return on your investment. It can add real value to your bottom line.

Don’t ignore those messy people issues. Tackle them early and engage them effectively.

Invest in some high quality external coaching support. The results are amazing.

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