What is the connection between self-knowledge and leadership development in companies?

Have you ever stopped to think about the way you express yourself directly to people around you? Individuals can receive a command well according to the profile of the speaker and the listener.

The relationship between the manager and the team must include fluid communication and a sensitive perception of each person's work style. Therefore, successful leaders have the aim of motivating in order to generate results.

Learn more about how self-awareness and continuous learning are directly related to leadership development through the following topics:

• What is Self-knowledge?
• Self-knowledge tools
• Leadership styles
• Strategies to improve leadership through self-knowledge
• How to develop yourself as a leader?

What is Self-knowledge?

Self-knowledge is the ability to perceive oneself before the world, in social relationships and in daily activities. It is related to how your characteristics stand out and how this affects your tasks and the perception that others have of you.

Leaders understand how their actions will affect their team on a day-to-day basis. Practicing emotional intelligence is also one of its characteristics. Aware leaders know how to identify it and use this in their favor.

So, let's get to know some techniques that can be used to map its characteristics.

Self-knowledge tools

We will highlight some methodologies and tools for those looking for self-knowledge, and some tips on how to use this information to become an effective leader. Check it out below:

DISC

This tool is based on a methodology that identifies the behavioral characteristics of an individual based on four types of profile. By identifying your dominant DISC profile, you are able to critically self-assess your attitudes, your blind spots and how they are viewed with you in leadership.

DISC tests are based on a questionnaire of personal questions about individuals, analyzing the answers based on each attitude taken.

There is no good or bad profile, everyone has the potential for success or can adapt to a style. However, individuals who carry out activities aligned with their profile become more fulfilled, as they are naturally working in more comfortable situations.

Below is a description of the profiles:

• D (Dominance): This profile indicates results-driven people, who take risks, are persistent and like to take action. They like to compete, win and tend to be more authoritarian. This profile has low sensitivity to other people, and because they are so intense, they easily lose patience.
• I (Influence): These are people capable of influencing other people, encouraging the collaboration of team members, adopting a more sociable and communicative profile. They tend to start projects and not finish them, denouncing the lack of organization.
• C (Caution): Always concerned with the stability and harmony of the environment, he is a good team player, being able to listen and be patient. However, this profile has difficulties in decision making and does not deal well with changes.
• S (Stability): Like the S profile, he likes stability and likes to acquire knowledge. It is an analytical profile and always attentive. They are perfectionist, critical and systematic about their own performance and that of others.

Tips for each profile DISC

Some actions can be taken to mitigate the improvement points of each profile:

D: Be mindful of how your information is received so as not to appear authoritative or rude, making professional relationships difficult;

I: Abuse organization tools to make your team well oriented - good leadership must be an example for the team;

S: Good leadership works on important decision-making for the company every day -  guide yourself and be sure of your decisions;

C: Be aware that self-criticism does not leave you isolated - it is part of the leadership functions to understand your limits and that of your team.

SWOT

The SWOT matrix is widely used in administrative environments to strategize for a company. It is divided between internal and external environments, according to the identification of strengths and weaknesses, opportunities and threats.

It can also be used as a tool for self-knowledge, thinking about the internal environment as the individual's questions about himself, and external issues such as his relationships with others and the environment in which he is inserted.

In the figure below, we have an example of how to use the matrix for self-knowledge:

A great leader is increasingly interested in exploring new opportunities while being aware of the threats that surround him. Identifying your strengths and weaknesses helps you understand what you can exploit and what needs improvement.

Body Language

Body language can convey a little bit of who you are to your viewer.

A good example of leadership has a high ability to express their opinions and has good oratory, so their body expressions should always follow what is being said so that the listener can better assimilate the information that is being passed on.

Therefore, a good tip to develop high self-awareness, through the observation of body language, is to record speeches and presentations. With this you can watch yourself and critically perceive where it is possible to improve, attending to gestures and intonation.

Ikigai

Another self-knowledge tool is Ikigai. It is a Japanese concept that means "Reason to be", and is based on four questions:

• What do you love?
• What are you good at?
• What can you get paid for?
• What does the world need?

The intersection of all the answers would be balance or your Ikigai, and it is directly related to the quality of life. After all, being good at something you get paid for and can do with love, as well as contributing to the world, would be a perfect accomplishment.

Ikigai provides self-knowledge that goes beyond those already mentioned here. Instead of exploring specific characteristics of your profile, it shows you how to use these characteristics in every aspect of life.

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Leadership styles

There are three main styles of leadership according to the relationship between those who are led, they are:

• Autocratic Leadership: in this style, the leader determines, without the help of the group, the works to be developed and the techniques used. Considered domineering, he is personal in his criticism and praise of each member;
• Democratic Leadership: the leader encourages the group to debate the guidelines and works as a technical advisor - he is part of the group;
• Liberal Leadership: the group has complete freedom in decisions and division of tasks, the leader has minimal participation and only comments on the members if asked.

The styles mentioned are directly related to the personality of each leader according to the profile. Some styles may or may not suit the commanded group, and this largely depends on the leader's perception.

But calm down, there is no type of leadership that cannot be improved through self-knowledge, let's talk about it next!

Strategies to improve leadership through self-knowledge

Regardless of personality, the ability to lead can be developed through a sequence of four actions, which involve assuming the position of leader, starting to bring results, consolidating them and being able to transform the culture of the members.

Here comes the importance of self-knowledge. A personal analysis of your behavior is essential to identify your leadership style or the stage you are at the levels of self awareness.

In addition to self-perception, it is important to observe and understand the particularities of other people. For this, it is worth checking out some tips:

1. Observe: always be aware of how people receive the information that is passed on and how they behave in relationships within the company. That way, you can shape the way you express yourself with the aim of improving the work environment.

2. Distribute tasks: when delegating and distributing tasks on a daily basis, you must always be attentive to the profile of the team members, always looking for efficiency in the results. Always with the ability to guide them in the execution of procedures and solve problems that may occur during the process.

3. Pay Attention to Feedback: Offer and ask for constructive criticism from team members, so you can exercise constant self-knowledge and offer it to others. Gathering feedback helps the team to be in a process of continuous improvement, access external self-awareness, and to develop stronger relationships among them.

Good leaders can provide an improvement in the general well-being of a company's employees, making communication more effective and proposing a continuous improvement in team performance.

Nevertheless, practicing self-awareness is a principle for leadership success, through the perception of their actions and how they affect others. Always aligned with the understanding of the members' profile, adjusting to new teams and challenges!

How to develop yourself as a leader?

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Do you know the importance of self-knowledge in shaping a true leader? Knowing your options and weaknesses is fundamental for you to be ahead of a team and be prepared for the most adverse situations.