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The Self Awareness Secret: How Knowing Yourself Can Make You Wildly Successful

Self-awareness is nothing but being conscious about yourself and how you act and react in certain situations

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Self awareness

There are several ingredients essential for achieving success.  Self-awareness is one of them. People are more comfortable in knowing about others than about themselves. A few people have the habit of complaining, condemning, and criticizing others’ behavior and nature.

They cannot digest when others think and behave with them as they think that they are better than others.  

In fact, nobody is perfect in this world.  We all have our strengths and weaknesses and being aware of the same will help us to become successful persons.

What is Self-Awareness?

Self-awareness is all about knowing oneself thoroughly such as attitudes, aptitude, needs, desires, goals, habits, emotions, strengths and weaknesses, etc., In brief, it means knowing your personality.  

Self-awareness is nothing but being conscious about yourself and how you act and react in certain situations. 

We all have a low level of awareness but think that we know about ourselves better.  It is, in fact, wrong.  

When you know yourself properly, you judge yourself properly and you take your judgments seriously. It requires a lot of self-knowledge to be aware of yourself.

“He who knows others is wise. He who knows himself is enlightened.” —Lao Tzu

Merits of Self-Awareness

  • People with self-awareness stand a better chance of winning the game because they know about themselves.   If any mistake is made, they immediately take remedial action as they know about themselves. 
  • Self-awareness improves your judgment and decision-making skills. It helps in professional and personality development as you overcome your weaknesses.
  • It bridges the gap between skills you have and those you don’t have and exploits your existing skills up to the hilt.  
  • It helps in choosing the right career and ensures fast career growth.  
  • When you know more about yourself, most of the problems in your life are resolved automatically.
  • You can become a successful mentor, facilitator, teacher, leader, and role model with better self-awareness.

How to Know About Yourself 

Understanding yourself is a crucial step towards personal growth and effective relationships. Many people go through life unaware that their feelings towards others are often a reflection of their feelings towards themselves. To foster a comfortable relationship with others, it’s essential to first be comfortable with who you are.

Below are some practical steps to help you embark on a journey of self-discovery and self-awareness.

  • Take time to think things through.  Spend some time analyzing yourself.  Self-introspection is essential to be aware of yourself.
  • Go for the MBTI (Meyers and Briggs Type Instrument) test as it helps you find out what type of personality you are. 
  • There are several psychometric instruments to know your personality.  When such instruments are executed by professional trainers then it becomes easier to know more about yourself.
  • Take feedback from your colleagues, friends, and relatives.  Take their feedback separately so that the common qualities running across the thread can be taken as the correct characteristics.  
  • Go for meditation as it reveals about your mind. Or go to a serene place and think about yourself to take stock of your qualities. 
  • Take a notebook and write down your thoughts, ideas, and insights.  Record the same for analysis and evaluation. 
  • Take intrapersonal feedback regularly.  For this, it is essential to engage in regular inner dialogue. 
  • Constantly monitor your actions and their fallout. 
  • Take the help of professional counselors, clinical psychologists, and executive coaches who can provide you with correct feedback.  Find out the inventory of your interests and personality that help in developing your self-awareness.

“Self awareness is the ability to take an honest look at your life without any attachment to it being right or wrong, good or bad.” – Debbie Ford

Ron’s Honest Feedback about Susan

People tend to judge others.  But they don’t accept when others judge them.  Rather they would be shocked by others’ feedback about themselves.  

Let us look at an example where two colleagues named, Susan and Ron worked in an office.  They had good relations and gelled with each other well.  One day, Susan asked Ron to give feedback as she wanted to know about herself from the perspective of Ron.  

Ron was straightforward by nature and he analyzed Susan from several dimensions both personally and professionally and prepared a report containing her strengths and weaknesses.  

It took around a week for Ron to generate the personality report of Susan.  He went to the extent of guessing the MBTI personality type of Susan based on her behavior, nature, and intellectual temperament. 

When Susan saw the report she could not digest and she did not agree with Ron in several areas.  Ron clearly said that he was not perfect in assessment but offered feedback the way he provided to several students when he worked as a faculty member in a Business School.  

Since then, Susan distanced from Ron as she never expected her nature to be like that.  It led to the severance of their amicable relations finally costing their friendship.  

The lesson to be learned from it is people don’t accept themselves when others offer their feedback because they think about themselves differently. There is always a gap between an individual’s imagination about himself/herself with that of others.

Conclusion

Self-awareness is all about being aware of your intentions, actions, emotions, feelings, attitude, and aptitude so that you can channel them successfully for achieving all-round success—be it personally, professionally, or socially.

When you know yourself you grow as an individual. You develop self-acceptance which in turn helps others to accept you as an individual. You become self-motivated and it leads to achieving success.  

Self-awareness enables you to grow in your chosen area of interest.  

To sum up, success comes to those who have better self-awareness themselves as it helps in improving themselves by overcoming their weaknesses and reinforcing their strengths.  

Professor M.S. Rao, Ph. D., is a 21st-century Philosopher and the Father of “Soft Leadership.” He is an International Leadership Guru and the Founder of MSR Leadership Consultants, India. He has forty-four years of diversified experience, including military, and is the author of fifty-four books, including the award-winning See the Light in You.

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Success Advice

Why One-Size-Fits-All Leadership Will Always Fail (and What Works Instead)

The surprising truth about leadership styles that can make or break your team’s success.

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Why one-size-fits-all leadership doesn’t work
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Leadership has always been as much about people as it is about performance. Ken Blanchard, in his influential book, “The One Minute Manager”, put it simply: different strokes for different folks. (more…)

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What Every New CEO Must Do in Their First 100 Days (or Risk Failure)

Your first 100 days as CEO could define your entire legacy, here’s how to make every move count

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When Tim Cook took over from Steve Jobs at Apple, the world watched with bated breath. Jobs wasn’t just a CEO; he was a visionary, an icon, and a legend of innovative leadership. (more…)

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Entrepreneurs

The Leadership Shift Every Company Needs in 2025

Struggling to keep your team engaged? Here’s how leaders can turn frustrated employees into loyal advocates.

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Bridging the gap between employees and employers
Image Credit: Midjourney

In workplaces around the world, there’s a growing gap between employers and employees and between superiors and their teams. It’s a common refrain: “People don’t leave companies, they leave bad bosses.”

While there are, of course, cases where management could do better, this isn’t just a “bad boss” problem. The relationship between leaders and employees is complex. Instead of assigning blame, we should explore practical solutions to build stronger, healthier workplaces where everyone thrives.

Why This Gap Exists

Every workplace needs someone to guide, supervise, and provide feedback. That’s essential for productivity and performance. But because there are usually far more employees than managers, dissatisfaction, fair or not, spreads quickly.

What if, instead of focusing on blame, we focused on building trust, empathy, and communication? This is where modern leadership and human-centered management can make a difference.

Tools and Techniques to Bridge the Gap

Here are proven strategies leaders and employees can use to foster stronger relationships and create a workplace where people actually want to stay.

1. Practice Mutual Empathy

Both managers and employees need to recognize they are ultimately on the same team. Leaders have to balance people and performance, and often face intense pressure to hit targets. Employees who understand this reality are more likely to cooperate and problem-solve collaboratively.

2. Maintain Professional Boundaries

Superiors should separate personal issues from professional decision-making. Consistency, fairness, and integrity build trust, and trust is the foundation of a motivated team.

3. Follow the Golden Rule

Treat people how you would like to be treated. This simple principle encourages compassion and respect, two qualities every effective leader must demonstrate.

4. Avoid Micromanagement

Micromanaging stifles creativity and damages morale. Great leaders see themselves as partners, not just bosses, and treat their teams as collaborators working toward a shared goal.

5. Empower Employees to Grow

Empowerment means giving employees responsibility that matches their capacity, and then trusting them to deliver. Encourage them to take calculated risks, learn from mistakes, and problem-solve independently. If something goes wrong, turn it into a learning opportunity, not a reprimand.

6. Communicate in All Directions

Communication shouldn’t just be top-down. Invite feedback, create open channels for suggestions, and genuinely listen to what your people have to say. Healthy upward communication closes gaps before they become conflicts.

7. Overcome Insecurities

Many leaders secretly fear being outshone by younger, more tech-savvy employees. Instead of resisting, embrace the chance to learn from them. Humility earns respect and helps the team innovate faster.

8. Invest in Coaching and Mentorship

True leaders grow other leaders. Provide mentorship, career guidance, and stretch opportunities so employees can develop new skills. Leadership is learned through experience, but guided experience is even more powerful.

9. Eliminate Favoritism

Avoid cliques and office politics. Decisions should be based on facts and fairness, not gossip. Objective, transparent decision-making builds credibility.

10. Recognize Efforts Promptly

Recognition often matters more than rewards. Publicly appreciate employees’ contributions and do so consistently and fairly. A timely “thank you” can be more motivating than a quarterly bonus.

11. Conduct Thoughtful Exit Interviews

When employees leave, treat it as an opportunity to learn. Keep interviews confidential and use the insights to improve management practices and culture.

12. Provide Leadership Development

Train managers to lead, not just supervise. Leadership development programs help shift mindsets from “command and control” to “coach and empower.” This transformation has a direct impact on morale and retention.

13. Adopt Soft Leadership Principles

Today’s workforce, largely millennials and Gen Z, value collaboration over hierarchy. Soft leadership focuses on partnership, mutual respect, and shared purpose, rather than rigid top-down control.

The Bigger Picture: HR’s Role

Mercer’s global research highlights five key priorities for organizations:

  • Build diverse talent pipelines

  • Embrace flexible work models

  • Design compelling career paths

  • Simplify HR processes

  • Redefine the value HR brings

The challenge? Employers and employees often view these priorities differently. Bridging that perception gap is just as important as bridging the relational gap between leaders and staff.

Treat Employees Like Associates, Not Just Staff

When you treat employees like partners, they bring their best selves to work. HR leaders must develop strategies to keep talent engaged, empowered, and prepared for the future.

Organizational success starts with people, always. Build the relationship with your team first, and the results will follow.

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Entrepreneurs

What Makes an Entrepreneurial Leader? Traits of the World’s Best Innovators

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