The Self-Awareness Guy
The Path to Self-Awareness

The Path to Self-Awareness


The path to self-awareness reveals itself to you as you're ready for it. Here are some examples of how you can tell that you're on your way:

  • You look at yourself without criticism or judgment.
  • You realize that there are things about you that can be improved.
  • You understand that life is a journey rather than a finite goal.
  • You have the courage to examine and continue healing your hurts.
  • You keep growing and learning throughout your life.
  • You see results in your life based on your thoughtful, kind, compassionate thinking and behavior.
  • You actively work on making your dreams a reality.
  • You live life as the real you.

If you do things like these, you know how great it feels to live authentically and share your gifts with yourself and the world; if you don't, you have a wonderful opportunity to visit many interesting places.

Cheers,

Guy


What Is Self-Awareness? The Definition of Self-Awareness

What Is Self-Awareness? The Definition of Self-Awareness


People frequently ask me, "What is self-awareness," or what the definition of self-awareness is. Here are a few important elements of self-awareness I've noticed over years of coaching and facilitating workshops:

  1. The ability to understand how your thoughts, feelings and actions affect not only you but also the people around you.
  2. The ability to heal your hurts.
  3. The ability to think, feel and behave consciously instead of unconsciously.
  4. The ability to live authentically.
  5. Understanding yourself at a deeper level rather than superficially.
  6. Forging deeper relationships.
  7. Making the world a better place for as many people as possible because you feel great about yourself.
  8. Living life as the real you.
  9. Integrating the various parts of your being.
  10. Transcending your ego.

What is self-awareness? You get to decide and you'll know you're achieving it when you experience both the struggle and the elation that comes from looking within.

Cheers,

Guy

Leadership Secrets of Inspirational Leaders

Leadership Secrets of Inspirational Leaders

When you're in a leadership position it's easy to lose sight of the big picture and lead by reacting to whatever comes your way. Inspirational leaders practice self-awareness by understanding how their thoughts and behaviors affect the people around them and their workplaces. Here are two leadership secrets that sit in plain sight but are overlooked by the vast majority of leaders:

It's Easy to Boss People Around and Tell Them What to Do

The most common leadership style is being directive and giving orders. It takes little skill to walk around telling people what to do, it's like asking someone to turn on the lights, throw out the garbage or get you a soda; there's limited complex thinking or interaction involved. In spite of this fact, leaders worldwide adhere to the view that all they have to do to inspire people is tell them what to do. If morale is low, just raise your voice and tell people to keep going. If something isn't working, just get angry and issue more commands. The missing element in this approach is the employee or co-worker; they have no input or stake in the process. People aren't motivated or excited to do great work when their voices don't matter and they're constantly being given directives. No matter how you package it, leadership by shouting orders is a one-way process that only satisfies one person.

You Get Better Results When People Motivate Themselves to Excel

People do better work when they motivate themselves and use their innate talents and abilities. Inspirational leaders know that, when they find out what people love to do and allow them to do it, they get much better results. These leaders hire individuals and delegate tasks that are meaningful to their employees and design their workplaces to help people use their brains and think critically. New ideas are welcome and creative thinking is encouraged. When leaders value people's amazing skills and let them assign themselves purposeful work, they're much more likely to do great things. Self-aware leaders get out of the way and trust people to direct themselves and, in the process, create a workforce that is more motivated and energized because they're treated like grownups.

You get to decide which of these two leadership approaches you practice in your workplace: Treat everyone like a baby or set up the conditions so they can shine. It's up to you whether you encourage your employees to be great or keep throwing orders at them. Which leadership approach will you choose?

Cheers,

Guy

Creativity and Leadership

Creativity and Leadership

Creativity is one of the most effective ways for leaders to overcome challenges at work.  Moving in a different direction is often a matter of thinking creatively and doing something differently.  Here’s what some smart people say about creativity:

Barthold Georg Niebuhr:

It is better to create than to be learned, creating is the true essence of life.

Arthur Koestler:

Creativity is a type of learning process where the teacher and pupil are located in the same individual.

George Prince:

Another word for creativity is courage.

Beatrix Potter:

Thank goodness I was never sent to school; it would have rubbed off some of the originality.

Albert Einstein:

The intuitive mind is a sacred gift and the rational mind is a faithful servant. We have created a society that honors the servant and has forgotten the gift.

Charles Mingus:

Making the simple complicated is commonplace; making the complicated simple, awesomely simple, that’s creativity.

The next time you have some workplace problem try using your creativity to come up with new and innovative ways to deal with it.  Make sure you try to do things differently from how you’ve always done them and have a good time trying new things.

Cheers,
Guy

20 Ways Leaders Guarantee High Employee Turnover

20 Ways Leaders Guarantee High Employee Turnover

I often hear leaders talk about their high turnover problems as if they exist completely removed from anything that is going on in the workplace.  I'll get a well-meaning but completely baffled leader tell me that she simply can't figure out why she can't hold on to her best employees or that people just keep leaving for some reason.  Here are twenty ways that leaders guarantee high employee turnover.

  1. Keep asking employees to do more and more work in the same amount of time.
  2. Don't praise employees.
  3. Don't give people adequate breaks.
  4. Nobody is available to listen to employees if they have an idea or an issue of some kind.
  5. Low pay.
  6. Poor benefits.
  7. Limited or non-existent opportunities for advancement.
  8. People aren't able to use the talents and abilities that are meaningful to them, they're just hired to fill seats.
  9. Everything in the workplace is geared toward productivity and money, not people.
  10. No training opportunities beyond those that make you do more work in less time.
  11. Employees are treated as if they're expendable.
  12. Continuously reminding people that at least they have a job and, if they don't like it, there's the door.
  13. Leadership is distant and not genuinely engaged with employees.
  14. People only hear about their performance when it's something negative.
  15. The organization doesn't seem to care about harassment, bullying or conflict.
  16. Leaders say one thing and do another as in proclaiming that they care about employees and then working them to exhaustion for little pay.
  17. Leaders create an environment where people are afraid to take a vacation because they think they'll lose their job.
  18. No two-way communication, leaders simply talk at employees and direct them to do things.
  19. Lack of kindness and compassion.
  20. Top leadership doesn't believe in treating employees well.

There are many reasons why employees leave their jobs but most of them have to do with not feeling valued, important or fulfilled.  When your job doesn't matter to you and your employer doesn't care about you it's much easier to leave the organization.

The perplexing thing is that many leaders practice these behaviors and design these types of workplaces even though they'd get better results if they made minor adjustments to build happier workplaces.  The starting point is for the leader to realize that he or she can create a workplace that values people.  What suggestions do you have to celebrate employees and reduce turnover?

Cheers,

Guy