Strengthening the Backbone of HR Wellbeing: Create Culture in Organisations
Ever wondered what truly motivates a company to succeed? It's the culture - the unique vibe that's a mix of values, beliefs, and ways of doing things.
Developing Self-Awareness for Professional Growth
Written by
Plumm Editor
Published On
In today’s fast-paced world, self-awareness is a critical skill for both personal and organisational success. For HR leaders, it forms the foundation of leadership development, team cohesion, and decision-making. By encouraging self-awareness among leaders and team members, HR professionals can create environments where people understand their own strengths and challenges, enabling them to make better decisions, build authentic relationships, and work more effectively.
How HR Leaders Can Create an Environment That Supports Self-Awareness
1. Establish Feedback Systems:
Introduce regular feedback opportunities, such as structured reviews or peer feedback sessions, where team members can understand how their behaviours impact team dynamics. A 2020 Gallup report found that organisations with regular feedback systems experienced a 14% boost in team engagement, highlighting the link between feedback and personal growth.
2. Introduce Reflective Tools and Resources:
Providing self-assessment exercises, reflective journals, or workshops enables team members to gain insights into their strengths, values, and areas for improvement. Tools like Plumm’s courses and guided meditations are excellent starting points. The Chartered Institute of Personnel and Development (CIPD) emphasises that aligning employee roles with their strengths can lead to higher engagement levels.
3. Train Leaders to Model Self-Awareness:
Equip managers and leaders with the skills to recognise and discuss their own development areas. Leaders who openly practice self-awareness set a positive example in the workplace.
The Importance of Self-Awareness in HR Practices
- For Leadership Development: Self-awareness is crucial for leaders to make thoughtful decisions and connect with their teams. Leaders who are aware of their strengths and weaknesses can better balance priorities, manage challenges, and engage their teams.
- For Workplace Culture: Encouraging self-awareness contributes to more open and respectful communication. HR leaders can guide teams in understanding how individual behaviours influence workplace dynamics, fostering better collaboration and reducing conflict.
- Incorporate Metrics: Introduce tools such as surveys or pulse checks to measure the impact of self-awareness initiatives. Metrics like employee engagement scores or participation in feedback sessions can indicate progress.
- Provide Continuous Learning Opportunities: Promote ongoing self-awareness training through coaching sessions, digital courses, or live workshops. HR leaders can also use anonymous feedback tools to identify areas for improvement in organisational self-awareness practices.
Conclusion: The Strategic Advantage of Self-Awareness
Building a workplace where self-awareness thrives is not just a goal, it’s a strategy for long-term success. When team members and leaders understand themselves better, they make more informed decisions, build stronger relationships, and align their actions with the organisation's values. By prioritising self-awareness, HR professionals can create a culture of growth, authenticity, and collaboration that drives productivity and engagement.
Ready to simplify people management, optimise performance, and take better care of your team? To experience the impact of our comprehensive approach first-hand, book a demo now!
Like what you see? Share with a friend.
.svg)
-2.png?width=93&height=36&name=Mask%20group%20(1)-2.png){kind=small}