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Self awareness is defined as the understanding of one’s personal characters and behavior. It is necessitated by the fact that human beings are unique and each person has a distinct behavioral pattern. Nowadays, it has become necessary for managers to be trained in a move meant to ensure that good leadership qualities are imparted in them (Huxley, 2008).
It should be noted that self awareness can really help me in becoming a better manager because of the several advantages that are associated with it. According to Huczynski and Buchanan (2010), self awareness will enable me to improve relationships and live a more fulfilling life both at work and at home.
Gill (2006) argues that one can have good interactions with workmates which enhances openness through self awareness. In that regard, self awareness will make interaction with my juniors friendlier thus improving the morale of other employees.
Buelens, Sindig and Waldstrom (2011) also argue that self awareness is vital in embracing the variance in behavior of human beings. As a result, self awareness will enable me to change personal perceptions in order to positively interact with others. On top as a manager, I will highly need self control on several occasions.
Consequently, self awareness comes in handy because it will help me understand issues that irritate me and how I can manage the same.
Pedler, Burgoyne and Boydell (2007) also state that managers who are aware of themselves can easily get feedback from their juniors and do not get annoyed; however unpleasant the feedback may be. Moreover, through self awareness, I can be able to know how to deal with my weaknesses and use them as stepping stones towards personal goals.
It is important to note that the way people perceive their roles and personalities influences the degree of success in their endeavors. In this regard, self awareness will be crucial to help me understand that I need to accommodate other views too.
Consequently, this will help me approach various issues objectively and with an open mind. Furthermore, self awareness will enable me to understand personal preferences and how to deal with them to avoid conflict of interests. In the words of Rollinson (2008), my qualities as a manager are improved through self awareness.
Continuous Self Development
On the other hand, continuous self development refers to the process through which people advance their self-knowledge, build or renew their identity, develop their strengths and weaknesses and fulfill their aspirations among other aspects. Gates and Hemingway (2000) argue that it is not unusual to get organizations ensuring that their employees are highly trained through incorporating training facilities in their programs.
Earley and Peterson (2004) emphasizes that continuous self development encompasses the whole idea of one striving to become better than before and includes self awareness.
It should be noted that continuous self development has gained popularity in the recent years because of its ability to give an individual the chance to be engaged in the learning process. Bourner (1996) says that continuous self development leads to increased ingenuity and creative skills thus enhancing organizational growth.
Furthermore, the process puts the learner at the center thus enhancing one’s understanding leading to satisfaction and ability to interact with people well. It should be noted that among the characters that are crucial for me as a manager, is the ability to relate with others well, whether juniors or seniors (Linstead, Fulop & Lilley, 2008). Moreover, as a manager I need to separate personal life from work to avoid conflict of interest.
Through continuous self development, I will understand how to balance work and life issues and at the same time learn how to manage stress and time. These qualities according to Megginson and Whittaker (2007) are very essential in ensuring that productivity is maximized and peripheral issues do not interfere with my performance.
Similarly, it is important to note as a manager that I am supposed to be a team leader and not a diabolic dictator. Therefore, I will be expected to mingle well with other employees and guide them while giving them opportunity to develop themselves. In this regard, continuous self development is important because it will enable me to realize that teamwork is important.
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Additionally, it will help me to realize that managers are supposed to create opportunities and not obstacles to other people in the organization. Northouse (2010) summarizes that self development enhances career development, productivity and quality of output.
It is important to note that business environment is very dynamic and it changes from time to time. Therefore, it is crucial for me as a manager to ensure that I am updated regarding technological improvement. Similarly, as a good manager I should be able to align the organizational culture with the current market demands (Bourner, 1996).
In this regard, continuous self development is essential because it is not only flexible, but also increases adaptability of people to various situations; which is what a manager needs. Through actively involving the learning person, continuous self development enhances personal competence. Therefore, it enables a manager to be a role model to other employees.
Buelens, M., Sindig, A. & Waldstrom, C. (2011). Organizational Behaviour. London: McGraw Hill Higher Education.
Bourner, T. (1996). Effective Management and the Development of Self-awareness: A Plain Manager’s Guide. Career Development International, 1(4), 14-18.
Earley, P.C. & Peterson, R.S. (2004). The Elusive Cultural Chameleon: Cultural Intelligence as a New Approach to Intercultural Training for the Global Manager. Academy of Management Learning & Education, 3(1), 100-116.
Gates, B., & Hemingway, C. (2000). Business at the Speed of Thought: Succeeding in the Digital Economy. London: Penguin Adult.
Gill, R. (2006).Theory and Practice of Leadership. London: Sage.
HuczynskI, A. & Buchanan, D. (2010).Organizational Behaviour. London: Financial Times Prentice Hall.
Huxley, A. (2008). Brave New World. New York: Random House.
Linstead,S. Fulop, L. & Lilley, S. (2008).Management and Organization. A Critical Text. Basingstoke: Palgrave Macmillan.
Megginson, D. & Whittaker, V. (2007). Continuing professional development. London: CIPD.
Northouse, P. (2010).Leadership: Theory and Practice. Thousand Oaks: Sage.
Pedler, M., Burgoyne, J. & Boydell, T. (2007).A manager’s guide to self development. London: McGraw-Hill.
Rollinson, D. (2008).Organizational Behavior and Analysis: An integrated approach. Harlow: Prentice Hall.