{"id":2179,"date":"2013-02-28T23:45:41","date_gmt":"2013-03-01T07:45:41","guid":{"rendered":"https:\/\/markccrowley.com\/?p=2179"},"modified":"2013-02-28T23:45:41","modified_gmt":"2013-03-01T07:45:41","slug":"how-developing-self-awareness-will-make-you-a-fabulous-leader","status":"publish","type":"post","link":"https:\/\/staging-wmplo.xyz\/mark-c-divi5\/how-developing-self-awareness-will-make-you-a-fabulous-leader\/","title":{"rendered":"How Developing Self-Awareness Will Make You A Fabulous Leader"},"content":{"rendered":"

\"Quiet<\/a>\u201cThe shoe that fits one person pinches another; there is no recipe for living that suits all cases.
\n<\/i>\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Carl Jung \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0<\/i><\/p>\n

I recently learned that the leadership-training curriculum at Google places a heavy emphasis on self-awareness building.<\/p>\n

The thinking, of course, is that managers can only become effective influencers of others once they\u2019re fully mindful of their own strengths and limitations.<\/p>\n

Google\u2019s objective is to produce leaders who have profound self-knowledge along with the clear and humble understanding that whatever motivates their performance won\u2019t always match up to the styles and inclinations of every employee.\u00a0 Self-discovery, therefore, leads to a greater appreciation for people \u2013 and a compassion for all their varying personalities, behaviors and approaches to work.<\/p>\n

I can spot genius when I see it and Google\u2019s insight is profound.\u00a0 I\u2019ve known for years that my greatest leaps in leadership effectiveness came after I\u2019d discovered some belief, practice or peccadillo that had unwittingly limited my success.\u00a0 Too often, and to my regret, these epiphanies occurred only after I\u2019d blown an assignment or an interaction with a colleague.<\/p>\n

If your organization hasn\u2019t yet devoted itself to helping you identify the components of your greatness, or the behaviors that might one day derail you, I urge you to find every way possible of discovering them on your own.\u00a0 In this regard, here are a few things I\u2019ve learned along the way that may help you:<\/p>\n

The Law Of Requisite Variety<\/span><\/b><\/p>\n

Early in my career, I was introduced to what\u2019s known as the \u201cLaw of Requisite Variety.\u201d\u00a0 Also called “Ashby\u2019s Law,” it essentially means that the most flexible and adaptable person in any situation is inherently the most influential.\u00a0\u00a0 Keeping leadership in mind, this means that the more versatile your own skill-set and world-view, the greater value you\u2019ll bring to your team and organization.<\/p>\n

Years ago, my brother gave me a book called, \u201dSoar With Your Strengths,<\/i>\u201d which made the seemingly compelling argument that we should spend far less time worrying about our weaknesses and devote ourselves instead to maximizing our natural talents.<\/p>\n

What I\u2019ve since discovered, however, is that some weaknesses can greatly hinder a leader\u2019s effectiveness and even stall a career.\u00a0 Tied to my understanding of the \u201cLaw Of Requisite Variety,\u201d I \u2018ve devoted myself to finding every means possible to minimize my limitations and even turn some into strengths.<\/p>\n

Ask The People You Work With And Manage To Tell You What Needs Fixing<\/span><\/b><\/p>\n

I\u2019ve made this suggestion in other articles I\u2019ve written but do so again because it\u2019s so valuable.\u00a0\u00a0 People who see you in action every day come to understand you in the most intimate way.\u00a0 Tapping into that collective insight, and then taking real action against their list of needed repairs, is the fastest road toward leadership excellence.<\/p>\n

The way I\u2019ve accomplished this is the past is to solicit (in person) one thing that each person believes I do well.\u00a0 From there, I\u2019ve given people permission to hit me with their best shot and describe one behavior they perceive is holding me back.<\/p>\n

Long ago, I filled out a diagnostic tool (\u201cDISC,\u201d if you\u2019re familiar)\u00a0that helped identify my dominant behavioral style.\u00a0 After the workshop was over, I went up to the facilitator \u2013 someone who knew me very well \u2013 and asked him to review my profile and tell me one weakness I should be most concerned with.<\/p>\n

I owe the guy a debt of gratitude for his incisiveness.\u00a0 \u201cBased upon what I see here,\u201d he said, \u201cyou have more than one gap that will do you in if you don\u2019t fix them.\u201d First, you need to become far better organized, and you also need to learn to communicate in a much more direct manner.<\/p>\n

The first rule of soliciting feedback like this is to not shoot the messenger.\u00a0 I knew what my friend had just told me was entirely accurate and, in that very moment, committed myself to a life-long self-improvement process.\u00a0 I can tell you proudly that I\u2019ve not only become a highly detailed and planful person, I know how to be direct when I need to be.<\/p>\n

Learn To Embrace And Emulate The Differences In People And Their Ways Of Operating In The World.<\/b><\/p>\n

As Susan Cain points out in her new book, Quiet<\/i>, people more consistently chosen for leadership roles tend to be extroverted and charismatic. \u00a0\u00a0According to her impressive research, this only has been true since the early 20th<\/sup> Century.<\/p>\n

Extroverts, of course, have many admirable qualities that match up well to the responsibilities of management.\u00a0 They\u2019re generally good communicators \u2013 often inspiring.\u00a0 They have a tendency to get things accomplished quickly and to be very disciplined in achieving goals.<\/p>\n

Introversion, on the other hand, is a \u201csecond class personality trait, somewhere between a disappointment and a pathology,\u201d Cain writes.\u00a0 Or is it?<\/p>\n

While I\u2019ve recently confirmed that I have a slight tendency toward introversion (you can determine your own proclivity here<\/a>), in the days I believed myself to be an extrovert, I recall feeling slightly dismissive about the introverts I worked with and their more quiet and methodical ways.<\/p>\n

Turns out extroverts also can be condescending and ego driven.<\/p>\n

Over the next several years, while I managed large teams of people, I gradually (slow learner) came to better understand that my own unique way of operating in the world wasn\u2019t the only way of succeeding.\u00a0 More to the point, I realized that the introverts on my teams had a profound influence in shaping my understanding of circumstances and altering decisions I would have made all on my own.<\/p>\n

This is because introverts listen far more than they speak, tend to ask a lot of questions \u2013 and actually wait for the answers.\u00a0 While introverts are not necessarily smarter than extroverts, they more often think more carefully and, as Einstein said, \u201cstay with problems longer.\u201d\u00a0 This might explain why they tend to perform better on exams like the SAT\u2019s and earn more post-graduate degrees.<\/p>\n

What I\u2019ve come to believe with conviction is that leaders are best suited by being more \u201cambi-verted,\u201d a balance between being disproportionately extroverted or introverted.<\/p>\n

In any given day, leaders need to take action and <\/i>to be reflective.\u00a0 They need to move with great speed and <\/i>with great caution. \u00a0Before giving firm direction, they\u2019re wise to solicit the informed guidance from others.<\/p>\n

My best advice: Step back from your own preferences and see what the world looks like from everyone else\u2019s.\u00a0 Over time, this will transform you.<\/p>\n

Know that we\u2019re extremely grateful when you share these blogs with friends and colleagues via all social media. \u00a0We want to make a difference and this is how you can help. \u00a0If you would like to receive Mark\u2019s articles and updates directly, we invite you to\u00a0join his tribe<\/a>\u00a0(no personal info is ever shared).<\/em><\/strong><\/p>\n

PS: \u00a0After this article was posted, some technical glitch on our WordPress website caused all social media share counters to revert to zero. \u00a0While the counts now are under-reported, all links have been fixed and are working. \u00a0 Thanks for sharing!<\/span><\/p>\n

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\u201cThe shoe that fits one person pinches another; there is no recipe for living that suits all cases. \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 Carl Jung \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 I […]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[13,14,15,16],"tags":[17,44,50,92,109,131,133,197,198,210],"class_list":["post-2179","post","type-post","status-publish","format-standard","hentry","category-heartleadershipinpractice","category-leadership","category-lifelessons","category-wisdomefromotherauthors","tag-quiet","tag-ceo","tag-compassion","tag-google","tag-human-performance","tag-leadership-development","tag-leadership-skills","tag-success","tag-susan-cain","tag-the-law-of-requisite-variety"],"yoast_head":"\nHow Developing Self-Awareness Will Make You A Fabulous Leader - Mark C. Crowley<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/7pu.55f.myftpupload.com\/how-developing-self-awareness-will-make-you-a-fabulous-leader\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How Developing Self-Awareness Will Make You A Fabulous Leader - Mark C. 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