Benefits Of Self Awareness

Table of Contents

Introduction 1

Benefits of Self Awareness/Self Evaluation and Leadership Today…………………………………………………………..2

Conclusion on Benefits of Self Awareness……………………………………………………………………………………………….3

Prejudice and the work place…………………………………………………………………………………………………………………..4

Conclusion - Work Place Prejudice…………………………………………………………………………………………………………..4

Bibliography……………………………………………………………………………………………………………………………………….……4

Introduction

Understanding human behavior has recently been identified as major contributor to great organizational success both from an organizational culture point of view as well as the bottom line.

I previously worked with Virgin Atlantic and the culture was extremely phenomenal, Sir Richard Branson has inculcated an environment

Essentially the structure of how to deliver results is crafted by the leader and cascaded down to the people that make up the organizations business units. Self assessment on the part of the leadership contributes largely to the result attained.

Being in the leadership pulpit requires us to be in control of our emotions, recognize our emotions and further seek to understand emotions of others. Self awareness therefore drives rationality in decision making and respect for our followers

The benefits in summary therefore of self assessment/evaluation are many, below are the most important for leaders today:

1. Enhances planning a leader who knows themselves values time and plan accordingly to meet deadlines and the organizational objectives.

2. A self aware leader meets high demands put forward by organizations customers/clients by adapting owns moods and emotions to that of the customer so as to meet set objectives.

3. Leaders who are self aware are open and honest in their communication to their followers.

4. Self assessment helps leaders demonstrate their strengths and weaknesses openly.

5. Enhances integrity: being in control enables rationality and guides good decision

Additionally understanding how prejudicial behavior forms within teams, will assist in addressing the root cause by showing teams the negative and destructive aspects of prejudice. Darden Business Publishing, Prejudice in organizations, University of Virginia (1996)

Conclusion Working for an organization that is truly a global citizen does not give me a window to even think of prejudice. There is always a difference in the way people do things that is motivated by their origin or culture. As a leader, I will choose to take the point of view that people are similar, with no distinct difference; rather it’s how they approach work that will guide leadership direction not stereotyping conclusions that are baseless. Let us encourage each other in these circles to fight and eliminate prejudice in our work environments.

Bibliography

Daniel Goleman, Leadership That Gets Results Harvard Business Review March -April 2000

Daniel, G. (1998) 'what makes a Leader, Harvard Business Review,