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The Greatest Quality of Great Leader
The Greatest Quality of Every Great Leader, Entrepreneur and Manager

 

There is one quality that trumps all, evident in virtually every great leader, entrepreneur and manager. That quality is self-awareness. The best thing leaders can to improve their effectiveness is to become more aware of what motivates them and their decision-making.

Without self-awareness, you cannot understand your strengths and weakness, your motivations, your emotional intelligence and mental toughness and your work preference.

 

It is self-awareness that allows the best business-builders to walk the tightrope of leadership: projecting conviction while simultaneously remaining humble enough to be open to new ideas and opposing opinions. The conviction (and yes, often ego) that leaders need for their vision makes them less than optimally wired for embracing vulnerabilities or leading with humility. All this makes self-awareness that much more essential.

That self-awareness is a critical factor for up scaling performance is not a new insight. The tougher code to crack is how to become more self-aware.

 

3 ways to Enhance Self-Awareness


1. Assess and know yourself better:
Behavioral assessments like Professional Brain Mapping,

360 Feedback have gained popularity in recent years, for good reason. This assessments facilitate self-reflection, which leads to better self-awareness.

 

These assessment helps one to understand his/her strengths and weakness, emotional intelligence and mental toughness, work preference and career development analysis - pretty scientifically. We found that understanding which core trait drives your decisions and your attitude is what is most important for increasing the probability for success.

2. Watch Yourself and Learn:
Peter Drucker wrote, “Whenever 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.” Drucker called this self-reflection process feedback analysis and credited it to a 14th-century German theologian. He said it was the “only way to discover your strengths.”

 

The key to the effectiveness of feedback analysis is to (a) codify rationale and motivations and (b) reflect and assess outcomes. Such a practice forces one to focus not just on the what, but also equally on the why.

So post Brain Mapping we follow a practice, wherein our behavioral analyst coaches a leader or a manager to create his/ her performance development plan.

Such a plan is based on the scientific Brain Mapping report. In it a leader/ manager commits to work on the specific performance-oriented behaviors with a predefined time line. A coach, at the predetermined timeline again meets the leader/ manager to monitor the progress.

 

Perhaps the biggest benefit of this feedback analysis is to avoid backward rationalization (too try to find reasons to explain your behavior, decisions, etc.) which is all too easy to fall prey to - and is a reason why so many do not progress in their self-awareness and personal development.

3. Be aware of others, too:

Self-awareness is crucial when building a team. Knowing your natural strengths and weaknesses makes you a better recruiter and allocator of talent. But you also must be an acute observer of others’ strengths and weaknesses.

 

Effective teams are made up of people who both understand and complement each other. The best teams are rarely made up of similar types. On the contrary, they are composed of a diversity of excellence. Having the right complement of people allows you to see more clearly what you do well and what others do well.

Team Maps, help leaders and managers to find how the team complements with each other. It promotes teamwork and team performance by raising awareness of the diversity of behavioral preferences in the team, facilitating better teamwork and minimizing team work. It also reports the consolidated strengths and potential weakness of a team.

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