Capability: Part1 – Self-Awareness
*I suspect that what they met was more related to “Leader Awareness” and will proceed with the notion that while self-awareness is a linchpin between self-knowledge and leader awareness, the practice of LeaderWARE is what I mean in regards to what it is to be aware as a leader.
Here are the components of Capability that I have found IMPORTANT to address in creating Self-Knowledge>>Self-Awareness>>Leader Awareness, along with their major constituents:
|Instrumented – animated
|Institutional – self-authored
|Interpersonal – other-directed
|Inter-individual – self-aware
|Making meaning to make sense
|Sense Making as a Meta-System
I want to take them one by one
and just outline briefly what each means in the
context of our sense making about postmodern
leader developer and the equation
I believe there is sufficient proof and experience to show that self-awareness potential is hardwired into us through heredity and that while there are MANY constraints and enablers towards that potential, that we can say without doubt that self-awareness can be compared to heritable traits like height, eye color, body type, and even a variety of other genetically inherited traits, such as intelligence — although intelligence and self-awareness are not the same thing!
From Merriam-Webster:self–aware·ness (noun) : knowledge and awareness of your own personality or character.
self–knowl·edge (noun) : knowledge or understanding of one’s own capabilities, character, feelings, or motivations.
aware (adjective) : knowing that something (such as a situation, condition, or problem) exists : feeling, experiencing, or noticing something (such as a sound, sensation, or emotion) : knowing and understanding a lot about what is happening in the world or around you.
knowl·edge (noun) : information, understanding, or skill that you get from experience or education : awareness of something : the state of being aware of something.
leader-awareness: the notion that self/other knowledge of capability, bias, style, level, role, values and system create a byproduct at whatever level possible: required can be identified, scaffolded and institutionalized to produce sustainable results.
I think you get the idea?
It’s like splitting hairs, however in my
experience, there is one MAJOR
differentiation. There is not a genetic
constraint on self-knowledge, as it relates to
knowing things about yourself, you can acquire
knowledge of yourself through many different
methods and you can “objectively” know
Awareness on the other hand is quite different, in my view. Awareness has to do with the consciousness that surrounds being able to be an observer of ourselves in the moment. And while again, it might seem like a “hair splitting” phenomena, I will proceed with the assumption that knowing about myself and being aware of myself in the moment may be related, but are NOT THE SAME THING — thus relieving me of constraints on my potential for knowledge acquisition and skill development.
I will agree that the field of adult development has a lot more to do with defining self-knowledge and self-awareness, so until that happens with some degree of conformity, I feel that self-knowledge>>self-awareness, where potential for self-awareness exists.
What I am not loading onto a person is the idea that self-awareness is a universal language like math, to be learned and applied with objectivity. It may be a much more subjective experience than we realize and it may not be possible for anyone to achieve any level of self-awareness, although there are great followings that presuppose that assumption.
My conclusion is thus: If people are at different “potentials” for self-awareness, then I’m going to focus where the constraints are less than genetic, so to speak and not train someone to be taller, but to be more aware of their height and what they can do as a result. Towards that end, and after almost 3 decades of trying to teach pigs to sing*, I offer the following set of ideas for your use in the next part of Capability.
*Teaching a pig to sing is a metaphor to describe how we often tend to think that anyone can do anything, and it goes like this: You can’t teach a pig to sing, and it annoys the pig! So focus on those things pigs can be, do, have, become and contribute instead.
If you have any comments, questions, suggestions, or need some additional help, please use the form below to submit them. Someone will get back to you within 48 hours. Or if you prefer, at the bottom of this page leave your comment and someone will get back to you.
If you are not yet a Gold Member, consider becoming one
today and begin accessing all of your FREE information on
LeaderW@RE. Many people ask, “What is LeaderW@RE and
how will I benefit by learning more about it.”
To answer that question, the first thing you will be given access to is the paper titled: “What is LeaderW@RE”. Next you will receive my Exposé in Leader Development. Depending on when you register, there may be more content to share with you as we are adding content on a regular basis.
Register HERE now.
We hope you pick up valuable insights, ideas, and
tools during this process, which you can use for your own development as
well as your work and leadership with others.
You, Me, and We @F-L-O-W
Mike R. Jay is a developmentalist utilizing consulting, coaching, mentoring and advising as methods to offer developmental scaffolding for aspiring leaders who are interested in being, doing, having, becoming, and contributing… to helping people have lives.
Learn how you may become a member of our Inner Circle and receive the cutting edge on the most current thinking in Leader Development. Visit http://LivingAtFLOW.com/innercircle