If you have been a part of a training or personal development program in the last decade, chances are that you would have undertaken a self-assessment of sorts.
The truth about these instruments are that while they give you insight into who you are and could be quite revelatory, they cannot be used in isolation. Knowing yourself is just one part of the story. The other part is to compare this self-perception with the perception of the outside world and see how it can be used to increase personal effectiveness.
But the truth remains that Self-awareness is a large part of performance. It has been seen that teams with less self-aware individuals make bad decisions, engage in less co-ordination and were poor at conflict management. The second implication of this is that the performance of teams with less aware individuals is drastically reduced by half.
The best way to use Self-awareness instruments is to create a clear line of sight between that awareness and job success. People are more likely to take these findings seriously if there is a link established between these findings and success at work. Teach self-development skills along with Self-awareness. That is when one can see action and growth.
The fact of the matter is that getting Self-awareness and knowledge is just the beginning. At the very least, it shows us how the perception of the self and behavior can affect our performance at work. At the most, it can alter the graph of one’s performance and set the individual firmly on the path to growth and self-development.
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