Self Awareness And Continuous Self Development Education Essay

The expression of self development and self awareness are now ubiquitous. Relatively recently, the notion of personal development applies to anything that is or may be implemented by each of us, either spontaneously or by various techniques to live better, to grow in different areas of life, achieve potential, acquire ever greater psychological maturity, develop their creative capabilities, etc (Hybels, and Weaver II, 2006). The result is the development of self-awareness and emotions in relationship to itself, in its relation to others and in relation to multiple tasks and daily activities.

Self Awareness

Self-awareness is the continuous attention to one’s internal states, self-reflective consciousness in which the mind is occupied to observe and investigate the experience itself, including emotions. To be conscious means to be aware of the present moment. It means being aware without judgment, without reflection or thought. We are observers (Rogak, 1999). Why is it important to live consciously? It is important because it helps us looking at ourselves without judging and showing who we really are. Living consciously is the best tool to improve our self-esteem. Self awareness allows you to adapt to circumstances. For example, if you lose a leg, the robot is able to update their self-image and experiment with different new ways of walking. It is the ability to be aware of its existence and its own personality.

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Self-awareness is a cognitive process involving the integration of information from both external reality and personal experience. This is reflected in the definition of self-awareness as “the ability to perceive the self relatively objective while maintaining a subjective side”. As a result, self-awareness involves an interaction between thought and emotions. It is this aspect that distinguishes subjective or emotional self-awareness of self-knowledge. In addition to assessing the current state of a person (and its difference from the pre-morbid), self-awareness involves the ability of a person to determine its future state or set realistic goals for the future.

Continuous Self Development

Development means more capacity or possibilities, because we can develop our potential. When we talk about continuous self-development, we understand that the individual is accepted, the responsibility of this evolutionary process, through the personal search of resources and conditions, allowing them to recognize that today is “better” (in any aspect) than yesterday, and be sure that tomorrow will be better than today (Hybels, and Weaver II, 2006). The self development refers to the commitment of a person to think and decide for him. This involves the acquisition of new skills and repetition of actions to improve the habits and personal skills.

A commitment to individual self must have a clear vision of your goal and be alert to opportunities. You need to have a strategic plan of life and act creatively and innovatively, achievable with the self study, work and updating knowledge, and involves a significant sense of responsibility and a proactive attitude. Ultimately, the self development is promoted on our own intellectual growth that is acquired through learning to apply it to various facets of life.

Importance of Self Awareness and Continuous Self Development as a Manager

Every person is independent in all areas of life, personal or professional. The manager is both growing and be subject to production. Manager is the art and science of work others do to cooperate and work with them (Bateman, and Snell, 1999). If the managers are motivated and know all about self development and continuous professional development, then they can be succeeded in their management, they can give effective outcomes. In the new organization, this role is evolving. The manager is constantly trying to adapt to react immediately engaging in a complex and uncertain environment.

I believe, self awareness and continuous self development are the two basic things for the success for a manager. These help managers in identifying the gaps and problems in their skills of managing things and matters properly. Self awareness promotes self development, which helps to be a successful manager. Self awareness and self development is very helpful in management processes, as these help managers to be more effective and have efficient results.

I believe that my self-awareness and continuous self development can help me in being effective and successful manager. Self awareness motivates people, and when people are motivated, they can motivate others to develop and manage things. Self development develops many skills to manage things effectively, which help managers to be successful in their role as a manager.

It is said to be self motivated and self developed, which mean that one knows his strengths and weaknesses very well, and tries to cope up with all the weaknesses. This is very important to manage things and people in the organisation or any other place. Task of self development and self awareness itself is thus personal responsibility of the manager to do to manage others. When he is able to manage his own life, then he can start managing others.

Self awareness and continuous self development enable managers to understand the behaviours that are applied in appropriate situations and give the expected results and acquire the ability to adapt its behaviour to the situation. These enable managers to observe and experiment with different transactional practices (Rogak, 1999). These are the key terms in the management of self or others, personal or professional. It is very important for managers to maintain the balance between the actions to achieve the results required by the organization and demand time and energy necessary for individuals to achieve their personal and professional goals.

Continuous Professional Development

The term professional development is a more general designation is often used as opposed to personal development. Professional Development is share of education which aims to improve the professional competence already acquired by a person to monitor that has occurred in the industry (Bateman, and Snell, 1999). The continuous professional development includes building skills in individual and group training, but also the construction of new skills through practice and reflection on practice as well as identity transformations of individuals or groups.

Part 2 – Critical Incidents

2.1. Critical Incidence – 1

My chosen Toolkit is: Belbin

2.1.1. Summary of Critical Incident

At the beginning of the first day, we were divided into groups . In our group we realisedthat in the first activity coincidently only British students spoke and gave their views even though our group had people from china, thailand etc. There was a gap that was stopping me from sharing my views even though i had the ideas that were relevant. Mixing up well and opening up was an issue because i was not sure about how i would be accepted. This has been quite a big issue with me. I am good in one to one meet or a small group of people chatting. But once the day progressed, there was a level of comfort achieved within the group. My feedback by most of the people said that once i was open to everyone and not just kept quiet, the gap was bridged. I was confidently portraying my view points and gained acceptance. This was a very big learning for me as i always got away from such situations. I should try to be more extrovert in groups and portray confidence.

In the starting of

2.1.2. Reflection of the Findings of Chosen Self Analysis Toolkit

I used the Belbin Team Roles to identify strengths and weaknesses in terms of individual behaviour in the teamwork. Report on Team Roles allowed me to build productive working relationships and build trust and mutual understanding. The reports also help select / develop high performance teams, improve and increase self-efficacy.

2.1.3. Identify the Key Strengths and Weaknesses Identified within This Critical Incident

The problem in this situation was due to team spirit and fear of not to be accepted. But the strength was to explore, to know, to speak. By having this report, now I can be successful in future. This will help me making difference.

2.1.4. Implications for Personal Development  

Belbin concept says that team members differ in their abilities (intelligence, skills, knowledge and experience). The composition of the team takes into consideration, notably the complementarily that enriches the team and makes it more competitive. It takes into account, also, the demands of the task and the level of internal autonomy we want for the team. A good distribution of roles in the team favours:

Awareness of complimentarily between team members.

Overcoming internal rivalries in the team.

The participation of all members in the formation of a competitive team.

Developing the skills of people.

The motivation of team members (Mintzberg, 2009).

This toolkit has taught me that socially oriented sensitive should be there. Members are most supportive of teammates. They are sociable and care about others. They have a great ability to adapt to different situations and people (Earley, and Ang, 2003). They are very diplomatic. Good listeners and generally well accepted by the group. Perform worse under pressure or situations that involve confrontation. All team members should cooperate with other; there should not be any gap due to communication (Ward, and Watts, 2009). I have learnt that all team members should be treated equally, without discriminating on the basis of culture, religion, skills and abilities.

2.2. Critical Incidence – 2

My chosen Toolkit is: Cultural Intelligence

2.2.1. Summary of Critical Incident

As I am an international student, when I came here to study, I found many things strange. I got myself enrolled in a course. I used to go there, but I could not make any friend till long. I used to be quiet, as I was afraid of not being accepted by other people. But I had knowledge and great ideas in my minds and had wished to share them with others. But I was facing a problem of communication, there was a gap.

But after that, I decided to solve the problem and share my ideas. I came to know that this is due to cultural change and cultural intelligence. Then I worked on it, as I had confident to do so, to get myself recognised over there. I realised that I would have to be active and accept others, as then other would accept me. I used cultural intelligence toolkit over here to analyse the situation and solve it.

2.2.2. Reflection of the Findings of Chosen Self Analysis Toolkit

I used the Cultural Intelligence Project, which is developed as an assessment tool to help individuals assess their level of cultural intelligence. At the end of this assessment, I came to know about many facts of cultural intelligence. This helped me in finding that where I am and what I should improve in my personality. Then I got myself accepted by bridging the gap and communicating with others.

2.2.3. Identify the Key Strengths and Weaknesses Identified within This Critical Incident

The weakest point I had in that situation was acceptance of different cultures and making me accept. I had a fear that they would not accept me. But I worked on it and got accepted through my strength, which was confidence and knowledge.

2.2.4. Implications for Personal Development

Cultural intelligence (CQ) is more specific understanding of cultures and wider than intelligence as cultural industries, it must be linked closely to the notion that economic intelligence emphasise on the strategic dimension approach by cultural factors.

Cultural Intelligence is the newest type of Intelligence that has recently hit the mainstream world. CQ differs from IQ and EQ because it is a critical capability that enhances an individual’s success in cross-cultural settings. However, as opposed to an individual’s static IQ, CQ is a capability that can grow and develop over time (Ward, and Watts, 2009)

. An individual’s Cultural Intelligence depends on several factors and can be enhanced in many ways. It can change based on a person’s interactions with other cultures, their effort and interest in learning about new cultures, as well as through international experiences. Awareness of other cultures can be gathered through educational, personal and work experiences.

Cultural Intelligence is not simply providing knowledge about cultures. In this case, it would be defined as cultural expertise. However, expertise is not synonymous with relational competence. CQ therefore includes cultural expertise but is not limited to it. Cultural Intelligence is very helpful as it highlights the ways that make people able to handle cooperating in situations where there are cultural differences (Earley, and Ang, 2003). By enhancing my cultural intelligence, I am now able to interact with different people around me. It is also very important for me to have this cultural intelligence for future development. It will increase my effectiveness and lead me towards success (Linstead, Fulop, and Lilley, 2008).

2.3. Critical Incidence – 3

My chosen Toolkit is: Emotional intelligence

2.3.1. Summary of Critical Incident

I got the task to be a leader for some days. Leadership is not an easy task and I felt it more difficult as I was not from that place. I got a small group of people to lead as their leader. But I was not able to manage them. Many problems arose in between the group and me. I was not able to understand all people, as all from different backgrounds. They were not motivated towards their work. It was very difficult situation for me to handle.

Then I decided to solve all the problems between me and the group. I found that I was not so motivated that I could motivate them. I found that there was communication gap and many other problems. Then I came to know about emotional intelligence. I went to this tool to solve this problem in my leadership and group members.

2.3.2. Reflection of the Findings of Chosen Self Analysis Toolkit

With the help of emotional intelligence, I came to know about many factors which were being neglected. These factors include competencies, behaviour, skills, managing team and motivation. When I analysed the situation with the help of this toll, I got that all the members should be motivated towards their work and all people’s feeling and emotions have importance, they should not get hurt. This means all people should be involved in decision making, so that they can tell what they want.

2.3.3. Identify the Key Strengths and Weaknesses Identified within This Critical Incident

The main weakness in that situation was lack of leadership knowledge and managing people.

2.3.4. Implications for Personal Development

The term “emotional intelligence” was coined by Peter Salovey, Yale University, and John Mayer, University of New Hampshire, in 1990. Salovey and Mayer described it as “a form of social intelligence that involves the ability to manage one’s feelings and emotions and those of others, to discriminate among them, and use this information to guide one’s thinking and action.” However, it has been following the 1995 publication of Daniel Goleman’s book, “Emotional Intelligence”, when it has received much more attention in the media and in the business world (Bhawuk, & Brislin,1992).

Emotional intelligence is a set of skills, attitudes, skills and competencies that determine an individual’s behaviour, their reactions, mental states, etc.., and that can be defined, according to Goleman himself, as the capacity for recognizing our own feelings and those of others, to motivate and to properly handle the relations (Gill, 2006).

The rules that govern the world work are changing. Currently we are judged not only so much we can be smart or by our training and experience, but also how we relate to ourselves or to the other s. In the life, there is a need of two main skills for success in business: team building and the ability to adapt to change. This will help me in my future development.

The emotional intelligence is a way of interacting with the world by being well aware of the feelings, and includes skills such as impulse control, self-awareness, motivation, enthusiasm, persistence, empathy, alertness, etc. They make up character traits like self-discipline, compassion or altruism, which is essential for a good and creative social adaptation. People with well-developed emotional skills are also more likely to be satisfied and effective in their life.

Personal Intelligence: turn consists of a series of competencies that determine how we relate to ourselves. Consciousness in oneself is the ability to recognize and understand one’s self strengths, weaknesses, moods, emotions and impulses, and the effect they have on others (Bartlett, & Ghoshal, 2003). This competition occurs in people with skills to judge themselves realistically, they are aware of their own limitations and honestly admit their mistakes, which are sensitive to learning and have a high degree of self-confidence (Goleman, 1998). Emotional intelligence will be very helpful for my personal development and personal and social relations. I will be successful due to this large inner emotional intelligence, positive, self-motivate, support, creates good feelings.