Knowing oneself is the best way to begin understanding others. That’s why we often start a leadership program with some sort of assessment, such as Myers Briggs, the Change Style Indicator or FIRO-B. Chris Musselwhite, writes in INC. about the benefits of self-awareness:
“It’s easy to see how pretending to know everything when you don’t can create situations that can be problematic for your entire organization. On the other hand, when you take responsibility for what you don’t know, you benefit both yourself and your organization.
On an interpersonal level, self-awareness of your strengths and weaknesses can net you the trust of others and increase your credibility — both of which will increase your leadership effectiveness.
On an organizational level, the benefits are even greater. When you acknowledge what you have yet to learn, you’re modeling that in your organization it’s okay to admit you don’t have all the answers, to make mistakes and most importantly, to ask for help. These are all characteristics of an organization that is constantly learning and springboards to innovation and agility — two hallmarks of high performing organizations.”
Read the article here.