Mastering Self-Awareness and Personal Development Strategies

Managing Yourself ABC Masterclass #2, with Anna Springett

Insert mentimetre poll When selecting the best applicant for a vacancy, what do you prioritise? Select top two. Well written CV or application form Previous experience relevance, length, seniority Qualifications & professional memberships First impressions at interview They did their research, understand your organisation / the role Passion for the job, level of interest in the role Prepared examples in response to interview questions Quality of professional references Their reputation / an existing relationship with them Answers presented back in dots

When you are looking for a new position or job, how do you choose where to start, what do you prioritise when making your final decision? Prepare your answer in the chat box *or mentimetre version* 3

Self-Awareness Insert word cloud How would you define self awareness? 4

Identity vs. Reputation Identity How you think you are Our inner world: Our purpose, values, beliefs, assumptions These are private, idiosyncratic & possibly subconscious. Reputation How others actually experience you Our observed behaviour: How we are seen & evaluated by others. 5

Development cycle Internalise changes Build awareness Adjust and refine Target behaviours Seek feedback 6

The Johari Window is a tool that can be used to increase self-awareness and explore others perceptions of you, as outlined below. Johari Window Overview Open Area: What you know about you that is also known by others Blind Area: What others know about you that you don t know about yourself The aim is to develop this area to be as large as possible (The boxes in the Johari window are deliberately different sizes; the comparative size of the boxes relates to the ideal volume of information you should have in each e.g. You should have a bigger open area, than unknown area) This is the space where good communication occurs, free from distractions and mistrust, confusion, conflict and misunderstanding. The aim is to reduce this area to be as small as possible by moving it into the Open Area. The Blind Area is not a productive or effective space for individuals. We reduce this space by seeking and soliciting feedback so we can move it into the Open Area. Hidden Area: What you know about you that others don t know Unknown Area: What is unknown to you and to others This area should be as small as is reasonably possible. Relevant information should be moved into the Open Area by disclosure. This is the area you have chosen not to share. Typically, a lot of hidden information is not personal; it may be work or performance related, or relevant to our day-to-day relationships, which would be better positioned in the Open Area. Reducing Hidden Areas reduces the potential for confusion, misunderstanding, poor communication etc. which all distract from and undermine effectiveness. The extent to which you explore this area must be decided by you. These unknown areas can be feelings, behaviours, attributes, capabilities. These can be quite close to the surface or deeper aspects of personality influencing behaviour to varying degrees. The Unknown Area can be reduced by: Others observations (which moves them into the Blind Area). Self-discovery (which moves them into the Hidden Area). They can be moved progressively and, as appropriate, to the Open Area. 7

Johari Window Template Instructions: Populate the Johari Window below with feedback you have received, your own personal reflections, data from 360-tools, assessment centres, and psychometrics, etc. Open Area: What you know about you that is also known by others Blind Area: What others know about you that you don t know about yourself Hidden Area: What you know about you that others don t know Unknown Area:What is unknown to you and to others 8

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