Self-Awareness Is Crucial to Individual leadership

1. Abstract

Currently, company leadership training or university academic courses related to

management and leadership prefer the case studies and theoretical analysis of the
famous entrepreneur and global giant company. A lot of researchers tend to research

the principal elements making ones become a qualified leader ， in the recent

academic study, highlight self-awareness on managerial effectiveness and abilities.

One becomes realize of essential experiences in life, consistently accepts the driving
forces, regarding the standard of conduct, reconsider self that good leadership will
develop.
Mendemu Showry and K V L Manasa point out that self-awareness is more important
to lead a company or team successfully than personal work skills and Intelligence
Quotient (IQ). In a variety and complex global business market, qualified leaders, not
only possess explicit knowledge but should have good self-awareness to lead the
company and team achieving the goal. As the ancient Greek philosopher, Socrates
said, "know thyself," this article tends to reconsider and find ones' core values, and
formative experiences to shape those critical values and enhance leader authenticity.
This article aimed to via the pioneer research outcomes. Helping individuals get to
know inner themselves, forming a set of integrated self- found and self-estimate
systems, through this system that candidates can know more their strength and
weakness, how to enhance their strength and overcome or transform weakness to
personal advantage.

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Keywords: personality, emotional intelligence, core values, learning style and
tolerance to ambiguity

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 Content

Self-Awareness Is Crucial to Individual leadership.....................1

1. Abstract.............................................................................1

2. Introduction.......................................................................3

3. The relationship between personality and leadership.......4

4. Feedback is a way to learn self-awareness and tolerance

to ambiguity...........................................................................5

4.1 Learning style............................................................5

4.2 Tolerance to ambiguity..............................................6

5. Developing core value.......................................................6

6. Emotional intelligence leaders..........................................7

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7. Conclusion........................................................................8

8. Reference..........................................................................9

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 2. Introduction

Business college lessons always include problem-solving strategies, analyze tools of

various markets, complicated situations, and valuable experience accumulating. Some
researchers and scholars have advanced business and management faculty future
managers. The latter used the outside-in way to develop their leadership style, while it
seems it does not work effectively for leaders, teams, and companies. So, several
experts suggested that we should think highly inner conscious. Then combine outside
the method, plenty of practices require graduates to review their own previous life
experiences, conclude what kind of personal characteristic is, and connect with core
values to match management method, Organizational behavior (OB). Self-awareness
exists with social communications and interactions with other related people, not in
isolation (Showry & Manasa, 2014). It is an ability to possess critical thinking that
knows more about secular state and mainstream thoughts, comparing the difference of
self-awareness with this other concept. Regularly, ones should implement their
leadership style developed by self-awareness assessment system, and communicating
with related people get feedback. Then, candidates should do more analysis of
leadership effect, adjust, and practice with the developing rapidly world, civilization,
and especially global business. The awareness of world ownership becomes more
durable and more vigorous; the company also pays attention to create corporate social
responsibility (CSR), including employee priority and value. Thus, it's a new
challenge for the leader and management to know self-awareness; meanwhile should
help realize others' value fully.
This article aims to form an objective and fair evaluation system to help individuals
better to know themselves. According to this system, output an accurate assessment of
one's information (e.g., beliefs, core values, personality, emotional intelligence,
advantages, and disadvantages) that can have a better response to the management of
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the team and corporate.

3. The relationship between personality and leadership

Individuals' characteristics have a crucial influence on leadership shaping, availability,

and uncontrolled (Del Giudice, Yanovsky, & Finn, 2014). Such as, a leader's
management method, style, and communication words reflect the personality and
consciousness to a large extent. It is not strange that Human Resources and Head-
hunter companies tend to focus on their candidates' characteristics. A large amount of
data have collected on the individuals' behavior, which can produce leadership.
1. Have a clear understanding of your personality (e.g., advantages, disadvantages,
values, beliefs)
2. Be conscious of the experiences or people that matter in your life.
3. Set a realistic goal and optimize, adjust, accomplish efficiently, and form a system.
4.have an accurate assessment of each team member and the ability to delegate
appropriate tasks 
If individuals have all of the above, they have a keen awareness of themselves, core
values, personal skills, and motives. Those denote that person has critical thinking and
have a clear goal; it also drives the managers to be an effective leader and make a
realized implement strategy.

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4. Feedback is a way to learn self-awareness and tolerance to

ambiguity

4.1 Learning style

Peter Drucker wrote in Harvard Business Review article on Managing oneself (1999),
You should record what degree you are looking forward to attaining before you make
a decision—contrasting the outcomes with the beginning goals which you set in a
year ago. Drucker named this learning style feedback analysis and certified by a
German theologian. He thinks that it is a useful method to improve one's
consciousness of inherent advantages and qualities. Research of business managers
shows that individuals usually get lovely success in a company or a field with strong
self-awareness.
Currently, we are in a highly collaborative world, where individuals' ability is
minimal, and the completion of a task usually requires several teams, even countries'
communication, and coordination. Among this, communication is essential, and one
of the most critical factors. How to chat with other participators and ensure each part
of work can do well is that leaders want to learn and improve skills. Self-awareness
always is a social phenomenon, not a personal perspective. Individuals' inner
awareness is a side of the things. We should get more information from related
peoples' views, responses that our other hand can reflect. An excellent leader has
strong compatibility, can correctly analyze others' opinions to themselves, and know
the effect of their actions on other members of the company, as a leader that they have
an ability of learning self-awareness from many practical ways. It's not enough to
have an effective leader; leaders cannot only do things but mobilizing and affecting

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subordinates. Gaining feedback from followers can have a distinct understanding of
how people view them (Ashford, Tsui, 1991). Hence candidate should use well of
feedback that can continuously learn and improve own awareness.

4.2 Tolerance to ambiguity

We all know self-awareness is critical, but why lots of people are still not fully self
-conscious? Because it's hard to observe and focus on what is happening around us in
our daily life. We are usually being an automatic model and have no awareness about
why we are doing so. Most of the time, this phenomenon forced by our customs.
Below are two main barriers influence the cultivation self-awareness:
1. People often have a system of psychological protection against comments about
their weaknesses from others.
2. Narcissistic managers are authoritarian in their corporate governance.
These two behaviors seriously impede the development of leadership tolerance; they
just allow one voice in their company that is very dangerous for a company's
sustainable development. Therefore, from leaders' patience to the ambiguity that we
can judge a corporate operation good or not. An effective leader should tolerance
others who hold a different opinion and adopt the correct ones.

5. Developing core value

Relevant studies have shown that leaders' core values have a positive impact on a
company's management and performance and compare with their business values
(Sully de Luque et al., 2008). Values-based leadership considered to be an effective
means of achieving distributed leadership in an organization. Guides actions and
provides the necessary adaptability and responsiveness to the enterprise environment
(Fairholm, 1991). The organizational management of enterprises is essentially a
value-centered code of conduct, so it seems that they are easy to accept value-based

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leadership. When senior managers identify specific values that are critical to an
organization's strategy, mission, survival, and success, the task becomes a means of
determining what goal effects must be achieved for stakeholders to think and act
accordingly. Therefore, it requires leaders to have correct core values and match the
core values of the company, to play a goal-oriented role in the management and
development of the company

6. Emotional intelligence leaders

Organizations should use an objective and impartial criterion to evaluate leaders,

while, nowadays, a fully competitive business environment demands omnipotent
leaders. It does not mean that they can know all things and can solve every problem of
the whole field. Thus, organizations exaggerate leaders' function and capacity.
Leaders may lose their followers or boards' support if they don't describe themselves
as their supporters expect. They are also afraid that others view them as useless or
ineffective leaders; it will be a vicious circle. While leaders who with good emotional
intelligence will present themselves as they indeed are, at the same time, get an
objective evaluation from others. According to this real feedback to help them to be
an authoritative and sufficient manager.
Leaders should understand inner consciousness and how a person's view is good for
communication (Wegner, Giuliano, 1982). Team with excellent communication and
manager possessing good EQ can motivate members and enhance managerial
effectiveness.

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 7. Conclusion

Mangers commonly have convincing traits and capacity. Sometimes, there will
become a barrier to deter others' development and performance with overly depend on
the leader's ability. Effective leaders have a keen awareness about themselves and
what goals they want to attain. They can accept self-shortcoming and limitations from
other evaluations. They never escape about it, while overcoming it and improve
themselves to become qualified leaders. They are ready to face new changes and
chances, meanwhile use affirmative action to grab the opportunities and to deal with
challenges. Leaders treasure every time occasion and sources to forge their self-
awareness. Many managers stop to explore self-awareness still keep original
awareness level, and when they move into higher positions, it will be an obstacle to
their career development. Without clear own advantages and disadvantages, they will
make the wrong execution strategy and make management ineffective. Thus,
executives will lose their authority
and the trust of the company to some extent. Currently, corporates pay more attention
and cost to educate and training for their foremost leaders to excavate their inner
awareness and core value to match companies. These have a significant impact on the
manager to develop efficient management and problem-solving ability. Managers
need continuous learning and improvement to achieve better career
development. Getting feedback is a meaningful way to enhance self-awareness。

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 8. Reference

1. Swain, J. E., Bond, A. L. and Smith, D. R. (2020) 'LOOKING BACK IN ORDER

TO MOVE AHEAD AS A LEADER: A Personal Journey Line Narrative
Exercise,' Journal of Leadership Education, 19(1), pp. 37–43.
2. Marcus, J. and Roy, J. (2019) 'In Search of Sustainable Behaviour: The Role of
Core Values and Personality Traits,' Journal of Business Ethics, 158(1), p. 63.
Available
3. Dierdorff, E. C., Fisher, D. M. and Rubin, R. S. (2019) 'The Power of
Percipience: Consequences of Self-Awareness in Teams on Team-Level
Functioning and Performance,' Journal of Management, 45(7), pp. 2891–2919.
4. Hinkle, R. K. (2018) 'Increasing Student Self-Awareness to Prepare Tomorrow's
Leaders', International Journal of Education Research, 13(1), pp. 42–54.
5. Whiteside, D. and Barclay, L. (2016) 'The Face of Fairness: Self-Awareness as a
Means to Promote Fairness among Managers with Low Empathy,' Journal of
Business Ethics, 137(4), pp. 721–730.
6. PATHAK, M. (2016) 'Self-Awareness: A Manager's Success Mantra,' Human
Capital, 20(4), pp. 60–61.
7. Showry, M. and Manasa, K. V. L. (2014) 'Self-Awareness - Key to Effective
Leadership,' IUP Journal of Soft Skills, 8(1), pp. 15–26.
8. Byrtek, G. J. and Dickerson, M. (2013) 'Actualizing Organizational Core Values:
Putting Theory into Practice,' Business Management Dynamics, 3(2), pp. 7–25.

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 Evaluation Rubric for Organizational
Management MGT 70604
Essay Writing Assignment (Individual 20%) May Semester 2020
Name of student: Zhang Huxu Student Id: 0341024
Component Marks Allocation Mar
ks
Needs Barely Avera Good Excellen
Awar
significant reasonable ge (50% - (60% - t (75% -
ded
1.Professionali Failsimproveme
to adhere (40%
Barely -
adheres 59%)adheres
Vaguely 74%)
Generally 100%)
Polished report
sm of report to report to report to report follows report that adheres to
and structure, structure, structure, structure, required structure
presentation. poorly poorly somewhat grammar and well
(Introduction structured, structured, acceptable,
and
2a. Understanding Demonstrates Demonstrates structured,
Demonstrates Demonstrates structured
Demonstrates
and analysis of the little beyond weak reasonable understanding and excellent
Critical Areas of general understanding understanding analysis of retail understanding and
Awareness knowledge and and analysis. analysis. Need marketing issues. analysis of retail
common sense. Severely lacking more in depth Good in depth marketing issues,
(50%) Poor depth discussion discussion discussion Very in depth
understanding discussion
and analysis of
the 5 Critical
Areas of Self
Awareness
2b. Does not Barely Demonstrates Demonstrates a Demonstrates a
and application demonstrate demonstrated low level of moderate level of level of
Organizational understanding understanding understanding of understanding of understanding of
Management given topic given topic given topic topics. Fairly logical given topics.
concepts: How convincing and convincing
develop my self- with good literature arguments with
awareness as support strong literature
an effective support
manager

(30 %)

3.Use of quality No effort is Barely Demonstrates Demonstrates a Has

published demonstrated demonstrate reasonable effort moderate level sourced and
and correct sourcing and effort in sourcing sourcing and of effort synthesized
interpretation synthesizing and synthesizing synthesizing in sourcing and information in the
information.
low/weak information.
use of range of information.
Inadequate use synthesizing
information in public domain.
wide range of Use
(5 %) publications publications and publications and the public domain publications and
and relevant relevant literature relevant literature

Total 100%/20

Strengths of assignment:

Weaknesses of assignment:

Suggestions to improve:

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Turnitin Report table