Helping People Win at Work #3 – “Developing Self-Awareness”

This book outlines an evaluation program where quarterly evaluations are first self-reflective and then a discussion with their supervisor.

My big question is this, how many people are capable of being that honest with themselves and a supervisor, especially if it could mean their job?  Blanchard and Ridge suggest that if the culture is set up right, this can be a very meaningful opportunity for your people to grow in their ability to self-reflect honestly.  Since self-awareness is a key for true change and growth, a culture that develops this kind of skill has the BEST chance of having tribe members who authentically change and grow. It seems to be a program where people develop into their own best evaluative tool by developing their abilities to become more self-aware and to self-reflect more honestly.


I come to this big question,  how do we assess someone’s self-awareness at the beginning so we know what we are working with? Here’s where I landed – (feedback on these tools and ideas is welcomed in the comments section of this blog.)


We are developing tools to measure the skills necessary for a particular position, will use this tool to evaluate the skills as we can observe and collect through the application process, and then plan to have the candidates assess themselves by this tool in their interviews.

For example, we are auditioning/interviewing for writers for our first project.  This tool measures skills within the narrative writing field. We will use this tool to evaluate their skills in the writing samples they submit during the application process. We will then have them use this tool to evaluate themselves for us.  Are they aware of their own strengths and weaknesses? Do they think they do everything well or poorly? Do they have an accurate picture of themselves?


At first, my narrative writing director thought this was kind of a tricky way to measure someone’s perception of themselves, but if we are up front about this and assure them this is our way of assessing their self-awareness then what’s tricky? We simply need to know how to help each of these people become more able to self-reflect honestly.


For the first year of this project, this will be a theme in the professional development of the company.  To develop your “voice” and take “responsibility” for your work, one must have a clear and ACCURATE picture of their abilities and do see oneself so clearly, we must learn to be more self-aware.  This also sets up for the next step in the  Blanchard/Ridge plan which is to set goals. If I don’t know where I need to work, grow, and change, then how do I set “relevant” goals.


Finally, this tool provides us a way to measure growth over time with each tribe member in both their skills and their ability to self-reflect more honestly.



If you have developed some of these tools, I would love to see them and have permission to use them. And in fairness I will post ours as we develop them.


* The “voice,” “responsibility”, and “relevant” words are noted this way because they are company values.

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