Self-awareness and managing people

Do you consider yourself to be self-aware? Find out what that means, and why it's so important when managing others.

For the eagle-eyed amongst you, you'll remember that in my last article I promised you more information about my Confident Leadership Framework.

Today's focus is Self-Awareness.

Do you consider yourself to be self-aware?

What does that mean anyway, and how is it important when managing others?

Here's your quick guide as to why you need to be putting self-awareness much higher up on your critical 'to-do' list...

1. It's a navigation essential. According to Oxford Languages, self-awareness means "conscious knowledge of one's own character and feelings". What that means in real-terms, is an awareness of your beliefs, motivations, values, desires, emotions, triggers, strengths and weaknesses. Knowing these things means you are in a position to 'be and do' in conscious alignment with what matters to you and what you want to create.

When you're in a management or leadership role, self-awareness is pivotal to navigating your journey with intention, rather than just winging it.

2. Self-awareness can get lost with age. As your society, culture, role models, experiences and relationships layer expectations and rules upon you, you can actually lose your connection to who you really are and what matters to you over time, unless you make a conscious effort to reconnect to yourself.

That can get magnified even further in a people leadership role, when your visibility, responsibility and impact on others increase.

3. Gives you energy and focus. Lacking self-awareness doesn't only hold you back, it can also create unnecessary anxiety, second-guessing yourself and overwhelm. When you get clear on what really matters to you; your values, your belief system, your feelings and purpose, it can save you an incredible amount of wasted energy and repetitive loop thinking.

As an individual contributor, that impact is felt largely by you, but when you start to manage other people the importance of clear, consistent, purposeful character traits and values can have a huge impact on them, too.

4. Biases blight you. All of us have biases and blind spots - they are assumptions that shortcut our decision making and reactions, but the cost of them is that you're often sub-consciously limiting yourself.

Once you're a people manager, it's highly likely your biases and blind spots are also limiting your team too, without you even realising it.

One of my favourite sayings that sums this up is: "You can't read the label if you're inside the jar." Working with someone outside of that jar on your self-awareness can shine a light on what your biases are, where and how they are costing you and others, and give you fresh information to explore other perspectives and approaches.

5. Connection and empowerment. Once you start investing in your own self-awareness, you'll notice you spark your curiosity in transformational ways. That can support you to connect much more deeply and meaningfully with yourself.

In time, you'll also be able to spot the things you've been working on in yourself, in others as well. For example, you'll find it easier to notice self-limiting beliefs, trigger points and values in your team. And having the awareness, confidence and language to approach that is motivating and inspiring for those you lead, as well as yourself!

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I’m Genna Clark, a certified Personal Development, Leadership and Life Coach for ambitious managers and small business owners.

My sweet spot is confidence, self-awareness, values-led choices, and giving good people the leadership and communication tools they need to thrive and make a difference.

If you'd like to find out more, you're welcome to DM me with your questions or, better still, let's have a quick chat about what you’re looking for and whether I can help.