Como você pode construir o autoconhecimento do funcionário?

Self awareness is super important to address you career development. Even so, there is few people that are really self-aware and this often leads to lower performance or frustration if career advancement doesn't happen. Here are some tools to can help self awareness: - 360 feedback loop - personality tests - journaling frameworks Even with the right tools, people might not feel comfortable enough to get real, to be humble instead of defensive. HRs and Leaders should lead by example, create a safe space for employees to be vulnerable, even to make mistake, without being judged.

Un bon environnement de travail. Leur faire confiance. Les impliquer dans des projets à haute importance. Leur offrir des formations gratuites pour développer leur compétences.

Knowing yourself is super useful at work. It helps you and your colleagues do a better job and be happier. Self-awareness lets you see where you can improve, set goals you can reach, and use your strengths well. It's also handy for dealing with feelings and stress when things are tough. And, it makes talking with others easier by understanding their thoughts and making choices that fit with what matters to you.

Encourage employees to assess their self-awareness through introspection and feedback from peers and supervisors. Providing tools like personality assessments or 360-degree feedback can aid this process. Offer training programs that focus on developing self-awareness skills, emphasizing mindfulness and reflection. Foster a culture that values self-awareness within teams, promoting open communication and constructive feedback. Acknowledge that building self-awareness can be challenging and may involve overcoming biases or discomfort. Addressing the challenges and pitfalls while emphasizing the long-term benefits contributes to a holistic approach in cultivating self-awareness among employees.

Sometimes it works better if we highlight "what if not done", here is what could be highlighted in the same context 1- You might miss/lack on professional growth 2- May impact your collaboration with peers/colleagues 3- It's an important leadership trait- so not taking care of that may obstacle your leadership journey 4- Being self aware propels your creative thinking skill, innovation, emotional intelligence, and other in -demand skills, so you may miss out if not being self aware! 5- Your own well being may be impacted!!

Acredito em 2 fatores importantes para que esse processo de autoconhecimento aconteça: 1. Cultura de abertura ao diálogo Para que os colaboradores possam expressar seus objetivos, expectativas, desafios e interesses pessoais e profissionais. Além de favorecer os fluxos de comunicação, essa postura cultural encoraja os colaboradores a se expressar, conhecer a si próprio e buscar formas de desenvolver habilidades e competências mais alinhadas com suas expectativas. 2. Programas de mentoria Uma vez que a empresa tem a cultura de ouvir o colaborador (e que ele tem um espaço para falar e ser escutado), esse tipo de programa pode auxiliar essa pessoa no percurso de autoconhecimento e desenvolvimento.

To build employee self-awareness in the workplace, encourage regular self-reflection through tools like self-assessment surveys. Promote feedback loops, providing constructive criticism & acknowledging strengths. Offer opportunities for skill assessments and training to help them identify areas for growth. Foster a culture that values self-awareness by emphasizing the importance of personal development & learning from their experiences. Encourage open communication, allowing employees to discuss their career goals & aspirations. Implement mentorship programs to provide guidance & insights.

Support employees in acquiring new skills and knowledge that can contribute to their self-awareness. Offer access to training programs, workshops, conferences, or provide resources for self-paced learning.

Building employee self-awareness involves creating a supportive and transparent workplace culture. Start by creating open communication channels where feedback is constructive and regular. Encourage self-reflection through tools like self-assessment surveys or performance reviews that highlight strengths and areas for development. Provide resources for professional development to help employees gain insights into their skills and behaviors. Promote a culture of continuous learning. Lead by example, showcasing self-awareness in your own actions and decisions. Create a safe space for employees to share their experiences & challenges, fostering a sense of trust and collaboration within the team.

Building self-awareness shouldn't be a big event. Yes, tools like 360s are great - but good regular human feedback will prove much more valuable than some spreadsheet or report from people.

Assessments like the MBTI and DISC can help you understand how you navigate the world and how your personality and behaviors impact the way you work. Following the assessments with Coaching and/or a 360 degree feedback review can assist them in further discovery of how they are being experienced by others that they work with. Coaching can help an employee dig deeper in their self-reflection process so that they walk away with a more honest view of themselves. Becoming self-aware is an ongoing process because as you grow and your circumstances shift, the way that you interact with the world/work also changes. Helping your teammates understand themselves can also help them understand what they need in order to be 'successful'.

Allow cor tools which will help them assess their self awareness, show the importance of understanding one’s potential and limitations and how it impacts their relationships and their productivity. Ensure everyone is aware of the Johari window and how ir explains the blind spot. Assessments like DISC, hogan and MBTI is all essential for self understanding

Em 2018, atuando como gestora, considerava minha vida confortável, porém eu sentia que me faltava algo. A empresa onde eu trabalhava investia muito em treinamento e um dia nos presenteou com um workshop sobre desenvolvimento humano onde foi aplicada a roda da vida, nesse momento eu descobri o que estava faltando: eu não sabia quem eu era e não tinha um objetivo claro para a minha vida. Após alguns dias de angústia eu comecei a estudar sobre autoconhecimento o que me levou a conhecer mapeamento DISC e a descobrir a orientação de carreira. Hoje eu ajudo outros profissionais a se conhecerem e a desenvolver suas carreiras. O autoconhecimento deveria ser matéria obrigatória em todos os níveis de ensino.

Exercises like journaling and introspective activities help them to explore their thoughts, limits and their reactions in certain areas both personally and professionally. Assessments like MBTI, Big Five Personality Traits, etc., can provide insights into an individual's self-perception and how they relate to others.

To further explore the Lumina Assessment and the benefits of this particular assessment, I will also highlight the on-line tools. There is an app that allows individuals to have their portrait handy to reference and guide them to interacting with colleagues. There are also on-line tools that will coach individuals to maximize their strong aspects and ways to identify their hidden treasures.

Autoconhecimento é saber refletir sobre como estou atuando e experenciando os diversos fenômenos da vida. Quanto mais eu me dar conta, ter consciência, do meu comportamento, dos meus pensamentos, das minhas emoções, dos meus sentíres-íntimos, das minhas certezas e convicções, maiores são as minha chances de escolher fazer diferente. Contar com ajuda processos, profissionais e qualquer pessoa da sua rede de ajuda é importante. Muitas vezes não vemos que não vemos o que está nos limitando ou o que estamos conservando.

Assumir o protagonismo da carreira requer um competência essencial e pouco discutida: aprender a desaprender. As incertezas e volatidade do mercado atual nos convida a manter a mente aberta cocriando novos saberes, esse processo exige o consumo continuo de conteúdo sejam em artigos colaborativos como este canal e outras plataformas.

Reflecting regularly on the experiences, reactions and through feedback from peers, supervisors, and mentors. Establishing specific and measurable goals for your personal and professional development. Attending workshops, seminars, or training sessions to acquire new knowledge and skills.

After having a person complete the Lumina assessment I like to spend an hour of 1:1 time to explore the portrait and the online tools. The Spark Coach is one that allows the person to go back in and reveal the patterns that are unique to them. An additional online tool is the Journey to Composure which has the person look at their over-extended persona and identify those traits that are most natural to them that might bring them back to center. This is an active meditative journey that is quite powerful. Further coaching is always one way to continue this growth journey, however, the assessment is a great foundational start.

Eu gosto de pensar o desenvolvimento de autoconhecimento como uma escolha consciente daquilo que eu quero conservar e, a partir daí, gerar o mundo coerente com aquilo que quero. Há um momento em que é importante, também, ser capaz de se inventar. A busca incansável pelo autoconhecimento pode ser infinita e começar a ser fruto de mais uma exigência na nossa vida. Então inventar novas formas de ser e novas maneiras de atuar é tão importante quando se autoconhecer.

When a team take the Lumina Learning journey, that is when synergy and team bonding can happen. Included in the personality assessment is the Spark App which provides the individual their portrait, but it also offers the opportunity to scan their teammates portraits and compare where they complement one another and perhaps need to consider the differences to best work together. Doing a team session, it is possible to look at a Team wheel and see where the team is in the everyday work persona and then how that shifts when the team is under pressure or overextended. This awareness can bring greater understanding to what is needed from one another to be a high functioning team.

Acredito que esse é o ponto mais fundamental de uma liderança de sucesso. O líder que é capaz de transitar com o seu time em espaços de aprendizagem profundos e humanizados, certamente colherá bons frutos. Por um lado, as pessoas do time estarão mais aptas a enfrentar desafios de forma colaborativa. Por outro, o líder se tornará uma referência para essa mesmas pessoas. Esse é um ciclo que tende à excelência.

Self-awareness can undoubtedly be a double-edged sword, but here are a few recommended steps to avoid common pitfalls: Embrace Honesty - The first challenge of self-awareness is confronting the truth about ourselves. It can be daunting, but it's essential. Manage Overthinking - Self-awareness can lead to overthinking, which can be exhausting. Knowing when to step back is the key here. Accept Imperfections - We all have flaws. The key to self-awareness is to recognize them, accept them, and work on them. Ultimately, self-awareness is not about being perfect, it's about understanding who you are, where you're going, and taking the right steps to get there.

A principal armadilha do autoconhecimento é passar muito tempo na busca da origem do que está acontecendo agora no presente. Dito de forma direta e simples, correr atrás do rabo do passado para atuar no presente. Os discursos do autoconhecimento são extremamente sedutores. Conheço algumas pessoas que ficaram viciadas em ser coacheadas ou receber feedbacks como se sempre tivesse algo anterior.

The one precaution I leave with people is as they learn to pick up on clues of how individuals are presenting themselves, careful not to "pigeon-hole" them into labeling them one personality type. I like to remind them there is a blend of all traits in us and some are just more prominent than others. It is our work to recognize how best to work with that other person and offer that person what we need from them so that we are in our best space, bringing our "A-game" to the table!

Challenge employees with constructive criticism and uncomfortable feedback. Encourage them to seek areas for improvement instead of only focusing on strengths. Embrace discomfort as a catalyst for growth.

An important aspect not addressed in the article is the significance of a leader's role model in developing employee self-confidence. It's vital for leaders to embody what they seek to awaken in their employees. By consistently demonstrating authenticity and their own values, they serve as strong role models. This approach not only enhances individual self-confidence but also strengthens the collective well-being and resilience of the team. A culture that emphasizes authenticity, mutual support, and a strong leadership role model is crucial for sustainably boosting self-confidence.