The term “Self-Awareness” has been used over and over again. I can remember this term being used in every performance review or during a discussion with a manager when some form of improvement needed to take place. It was as if, just by using this word, awareness of a certain area of improvement would be acknowledged and actions be taken effectively. I can also remember using the term. However, did I really know or understand what it meant?
In Daniel Goleman’s article on What Makes a Leader? on the Harvard Business Review “self-awareness means having a deep understanding of one’s emotions, strengths, weaknesses, needs, and drives. People with strong self-awareness are neither overly critical nor unrealistically hopeful. Rather, they are honest—with themselves and with others.” Now that we have a common understanding of what it is, the question is “How do we gain that deep understanding?“.
The first step of self-awareness is recognising and acknowledging that you want to gain awareness. Recognising that you want to is both scary and powerful. Scary as it might mean that you will discover certain areas that you are not happy with and powerful as it means that now you can do something about it.
My top 3 suggestions are:
- Write a list or keep a journal. This is the first step of recognising a need or an area. Writing a list of your strengths, goals or what you enjoy doing. The process of writing and reading through the list will help you identify areas that you want to work on.
- Connect with people. Family, friends, mentor and coach are all resources that you can use to help you gain awareness in any area. They are also your support group and cheer squad when you are on that journey to make improvements.
- Self-care. The need to take care of yourself is important. If you are not at your optimum best health wise, its hard for your mind to focus on what you need to work on. Eat healthy, rest or sleep well, meditate and exercise are all key areas that need to be taken into consideration.
Self-awareness can drive positive growth in all areas of your life. Taking the first step will need you to overcome the initial fear but rest assured, the outcome will surprise and motivate you further. It’s like riding a bicycle for the first time. It’s scary, you will fall but you will get up and start again and then suddenly, it will all just click and you are cycling around like an expert.
Take a deep breath and start your journey.
One of the main pillar of coaching is that the client or coachee has the answer(s) to his/her challenge(s). The role of a coach is to help him to discover that and to feel empowered to action on the challenge. To enable that, the coach must create the space for the client to discover the answers.
The benefits of that are:
1. Empowered. The client has the answer(s) to the challenge(s) that he is facing. To find the answers is a matter of empowering them to listen to their thoughts and feelings. Giving them the courage and confidence to decide on a course of action to be taken.
2. Ownership. The client will have a sense of ownership around the solutions or actions to be taken. After all, the actions are decided by the client. This is a key motivating factor to executing the actions as oppose to being told to do it.
3. Accountability. There is a greater sense of accountability to action on the ideas or steps to be taken as a result of ownership. The added “sense of accountability” will come with having a partnership with the coach.
How would a coach create that space for the client? Here are some ways:
- Listen. Listen to what the client has to say and be comfortable with silence. In my experience, most of that “silence” will be taken up the client as they talk through the issue, hear their own words and through that creates awareness in themselves.
- Patience. Be patient and not try to lead the discussion or the thought process. Let the client work it through.
- Ask questions. Ask questions that will move the thoughts through the next stage. Open the door for more discussion and brainstorming.
Based on my coaching experience, each of us has the answers to our own questions. We just need someone to help us discover that at times.
Not Just another training program!
Option of 1:1 coaching sessions to further facilitate the learning process. According to research paper by Olivero, Bane and Kopelman, training alone results in 22.4% improvement in performance and when training is supported by coaching, the improvement in performance rose to 88%.
Key takeaways from this program:
- Build your skills in giving feedback: Critical skills on how to give feedback, key elements of giving effective feedback plus the do’s and don’ts in feedback all with the aim to create a culture of trust, performance and growth.
- Become a master at Receiving Feedback: Skills on “How to” receive feedback and to generate positive improvements to enhance a culture of continuous feedback.
- Establish Improvements based on the feedback: How to put feedback into action and drive accountability are key hallmarks of a great leader.
- Practice, practice and practice. The workshop is conducted in an interactive, practical and scenario driven exercises to ensure that each participant is able to practice and gain confidence in using these skill in the workplace.
WHO Should Attend?
- New managers, Entrepreneurs, SME Owners
- Individuals who aspire to improve
DAY 1 | 09:00am – 05:00pm
Be a Champion
- What it means to be a Champion.
- The characteristics of a Champion.
- Workshop: Practice, Assess and Improve
- What is feedback?
- Why do we care about feedback?
- Workshop: How is feedback being used in the workplace today?
- Guiding principles in giving feedback effectively.
- Aspects of ineffective feedback.
- 4 key elements of giving feedback.
- Giving feedback upwards.
- Workshop: Role plays on giving feedback.
DAY 2 | 09:00am – 05:00pm
- Key elements to receiving feedback.
- When should we ask for feedback?
- Workshop: Role play receiving feedback.
Different Types of Feedback
- Internal feedback
- External feedback.
- Getting the impact from external feedback.
Feedback for Continuous Improvement
- Scenarios: Business review, Performance goal setting, Customer service, Project monitoring and Employee engagement.
- Workshop: Honing your skills
Feedback for Continuous Improvement Model
- The 5-step model
- Feedback Toolkit: The Buddy System
- Workshop: Formulate your ‘mini continuous improvement project’
RM1,800 per person
Fees include training material, Certificate of Attendance and the book – Give Receive Improve: A New Manager’s Guide to Feedback and Improvement.
Optional Further Learning Support:
- 1:1 Coaching to further deepen the learning process
To find out more or to sign up, please connect with me.
I welcome you to journey with me in this great and exciting journey to grow. To grow and reach whatever goals or dreams that is inside each and everyone of us. I have discovered that I am constantly curious and wanting to know more about areas that I am interested in whether it be to maintain a healthy lifestyle, to get fit, to play better golf, to help the people around me or just to be creative. The topic or area of passion does not matter so long as there is one. That’s what keeps me going and motivated. What that’s for you? Have you thought about how you would achieve it? What would you do if you have a dream that’s just bursting to get out? What do you need to do to achieve that goal or dream? What would you do to overcome your fears?
Let’s journey together to find out what is possible.