Baker Stuart’s Insight: Our individual self-awareness at work has a huge impact on team performance. When individuals are less self-aware (i.e. there is a big gap between what individuals think they contribute to the team, and what their team members think they contribute), the team tends to make worse decisions, be less coordinated, and show worse conflict management strategies.
If you’ve participated in a training or development program in the past two decades, chances are you took an assessment designed to increase self-awareness. While you may have discovered your “type,” “profile,” or “style,” it probably did little to make you a more effective leader or team member.
Put simply, self-awareness is understanding who we are and how we are similar to or different from others. One key facet is self-knowledge – how we see our various personality traits, values, attitudes, and behaviors. But another aspect is being aware of how consistent (or inconsistent) our self-view is compared to an external appraisal – how other people see us or against objective data. The latter is essential for transforming self-knowledge beyond mere personal introspection into accurate self-awareness.
Yet in talent development practice, companies spend millions of dollars and countless hours every year on self-reported assessments that only target self-knowledge. The core problem […]