Navigating the leadership landscape often feels like exploring uncharted territory, especially when delving into the realm of self-understanding. It's a common misconception that assuming a leadership role gives us all the answers, particularly in the domain of self-awareness. However, effective leadership necessitates a thorough understanding of our own leadership style, encompassing our unique quirks, strengths, and the aspects that require development.

It's Easy to Miss the Mark

At times, leaders believe they are perfectly in tune, yet their teams might interpret their actions in a very differently. This lack of alignment is not a mere oversight; it can significantly disrupt the team's harmony, transforming the workplace into an environment that resembles a solo performance rather than a cohesive ensemble.

What Exactly Is Self-Awareness?

Self-awareness is multifaceted, comprising both internal and external components. Internal self-awareness involves a clear perception of our values, passions, goals, and how well we align with our surroundings. It encompasses an understanding of our responses, including thoughts, emotions, behaviours, strengths, and weaknesses, and how these influence others.

Conversely, external self-awareness relates to others' perceptions of us in relation to these same attributes. Intriguingly, individuals who grasp how others view them excel in empathy and adopting alternative perspectives. For leaders, this translates to improved relationships with team members, heightened satisfaction, and a perception of enhanced effectiveness.

The complexity of self-awareness for leaders is exacerbated by the idea that power and experience can obscure self-awareness. Counterintuitively, expertise does not always facilitate the elimination of misinformation. Perceiving ourselves as highly experienced can breed complacency, diminishing our willingness to challenge our assumptions or seek contradicting evidence. Climbing the hierarchical ladder often results in a reduction of candid feedback, further obscuring our self-perception.

Recognising our own blind spots is daunting, like attempting to enjoy a melody while wearing earplugs. This is where empathy becomes vital. It's about acknowledging the difficulty of viewing ourselves from an external perspective, yet understanding its importance for resonating with our team.

Building Self-Awareness

To cultivate self-awareness, prioritising both internal and external self-awareness is crucial. A well-rounded understanding of ourselves, coupled with an awareness of other peoples' perceptions, fosters empathetic and impactful leadership.

Seeking candid feedback from "loving critics"—individuals who genuinely care about your growth and are willing to provide honest, constructive criticism—is invaluable. Their insights can illuminate how you are perceived and highlight areas for improvement that you might have overlooked. A great question to use with such a person is this:

"On a scale of one to ten, how well did I do as a leader last week?"

and

"What would have made it a ten?"

Furthermore, favouring 'what' questions over 'why' during self-reflection can prevent negative spiralling and encourage constructive growth. For instance, rather than asking 'Why do I feel stressed?', consider 'What situations trigger my stress and how can I address them?'

By embracing these strategies, you can move slowly but steadily towards deeper self-awareness, a pivotal attribute of effective and grounded leadership. Remember, self-awareness is an ongoing process of development and discovery. Approach it with patience and openness to continual learning and adaptation.

In essence, nurturing self-awareness in leadership transcends mere personal improvement; it's about synchronising the entire ensemble to create a workplace that resonates with success.