Having self-awareness means knowing yourself and recognizing how your strengths and weaknesses make you who you are. Highly self-aware people also know how others see them and are quick to read the cues and reactions of others that tell them how they are showing up. Perhaps no other quality defines talent as well as self-awareness.
I guess my one word would be 'kaizen'. When I underperform, I think about how I can do better next time. When I succeed, I think about how I can do better next time. I don't think I would ask someone else to use one word to define themself. Past behavior is the best predictor of future behavior. Don't tell people who you are, show them. Or as Feng said it best, "Less talkie talkie, more Ping Pong.
For people I know well, Getting Others To Talk First (AL Behavior) helps me a lot in gauging other people's self-awareness. For people I don't know well (i.e., Interviews), I try to measure a person's level of interest in joining my team and helping us achieve our agenda (and not theirs). I share what my team does, our standards, our OKR's for the year. Does this interest them? How can they help us get there? The biggest red flag I see in candidates that I immediately pass on is they half-listen to you and then respond by stating their own agenda. It's what Randall talked about during the last AL Direct when someone asked for what advice he'd give regarding selecting for a non-profit Board of Directors seat. I thought his advice was spot on and relevant to many other situations in life - I want people that will join me in helping me achieve my team's agenda, not theirs.
Seriously - what's your one word?
Good morning,
Dedicated...
Thank you for your time;).
From the role that you play in this comments section, Joe, I'd call that one word spot on!
I guess my one word would be 'kaizen'. When I underperform, I think about how I can do better next time. When I succeed, I think about how I can do better next time. I don't think I would ask someone else to use one word to define themself. Past behavior is the best predictor of future behavior. Don't tell people who you are, show them. Or as Feng said it best, "Less talkie talkie, more Ping Pong.
What other exercise might you conduct if you're looking for a bit of context on another person's amount of self awareness?
For people I know well, Getting Others To Talk First (AL Behavior) helps me a lot in gauging other people's self-awareness. For people I don't know well (i.e., Interviews), I try to measure a person's level of interest in joining my team and helping us achieve our agenda (and not theirs). I share what my team does, our standards, our OKR's for the year. Does this interest them? How can they help us get there? The biggest red flag I see in candidates that I immediately pass on is they half-listen to you and then respond by stating their own agenda. It's what Randall talked about during the last AL Direct when someone asked for what advice he'd give regarding selecting for a non-profit Board of Directors seat. I thought his advice was spot on and relevant to many other situations in life - I want people that will join me in helping me achieve my team's agenda, not theirs.
My one word seems to change quite a bit when I frame myself in the context on my various roles.
Does that mean "flexible" is my best choice here?