employs meeting

SELF-ANALYSIS FOR MANAGERIAL POSITIONS

Self-awareness requirements for development

When we are talking about the awareness of the self is just a state, which shows one’s attention to their internal states, this such type of consciousness or the reflection of themselves by which the mind is able to occupy to observe and investigate experience including the emotions. The meaning of the conscious reflects the awareness of the present moment.

This awareness is there without any type of reflection, thought, or judgment. The importance of living consciously is because it helps us in order to take a look at ourselves and what we are doing without and judgment (Mone, London & Mone,2018).

Self-awareness helps a person in order to adapt to the circumstances or the situations which are present right now. If we are talking about the process of self-awareness then we can say that it is the process that integrates the information from the external things as well as the experience.

After knowing about what is self-awareness it is very easy to understand that this is a very important skill or we can say that the tool is required to have with all of the managers. Even I am the manager also, my work is mainly related to all of the aspects of the organization and I have to handle all of the things which are happened or going to have happened.

Then it is very important to me that I am fully self-aware of all of the things and the conditions which are going on (Kaplan & Sorensen, 2017). As the manager of the organization, my consciousness is a very important thing, because when the different and the difficult situations can come in front of me then I have to have all of the ability to take the decision according to the present condition.

Self-awareness helps me in also doing business deals with different people because when I am self-aware about the different aspects and the person with whom I am going to do the deal, then, only I can make good decisions. This is because self-awareness is directly linked with the experiences, I have in my past with them and some external information’s about them. This is how useful the skill of self-awareness in my job profession as a manager.

When a person is appointed as the manager then all of the responsibility is on him to tackle all of the situations and the conditions which can come in front of them. Sometimes very different and challenging situations can come up, which is very new to handle and there is no written or specific way to solve it.

But when the manager is skilled with the ability of self-awareness, then, he is able to get some solutions by using his experience and external information (Kaplan & Sorensen, 2017). This is the same way I used to tackle the different situations and therefore I can say that as the manager the self-awareness is one of the most important abilities of the manager. It helps him in every possible situation.

Continuous self-development

The term development is used in order to talk about some new possibilities or the way, which can be used in order to upgrade the old things. As all we know that as time changes many things around us change, innovations and technologies are coming into existence therefore for human beings also it is very important to do the development in order to find out new possibilities (Schmidt, Foerstl & Schaltenbrand, 2017).

When the continuous self-development word is discussed then it provides us with the message or the education that some individual is ready and accepted the importance of the evolutionary process (Scase & Goffee, 2017). With the help of the personal search resources and the different situations, if we want to understand the term continuous self-development in a very simple way,

then, we can say that these terms mean that involvement of the new skills and trying to do more and more practice of the skills which you have in order to make sure, you become best in that field.

The importance of self-development in the field of my professional life, as well as personal life, is very important. When I got myself at the position of the manager of the organization, after doing a lot of work and experience, then, I have realized that the place where I have to work requires much more things from me (Mone, London & Mone,2018).

In my journey from the lower position to the post of a manager is happened continuous work and learning about new skills. When I become a manager then I realized that it is very important for me to learn much more new skills and I have to practice more and more on the skills which I have in order to make sure I have good control over them (Miao, Humphrey & Qian, 2017).

As I am continuing with my job there are many things that came up with the sudden changes and the situations for which I am not even prepared for but as the manager, I have the responsibility to take care of things with the help of my team and support staff.

This kind of time and situation motivates me more and I am always trying to evolve myself, try to learn some new things. This continuous self-development is one of the best things which helps every person, even they are in different fields (Linehan, 2019). The use of continuous self-development makes me a much more equipped and upgraded manager.

The continuous self-development example can be taken as for the mobile phones, new models, as the time is changing, new things and newer aspects are coming in order to make our experience much more easy and good. In the same way, I am also always trying to upgrade myself by doing continuous self-development in all the possible fields (Kaplan & Sorensen, 2017). This thing helps in making decisions also because I know I know more skills that can be used at the time of the decisions making. As well as I am continuously improving them.

Template 1

My chosen toolkit is- Belbin report for a residential weekend task of creating a portfolio for an upcoming project

The critical incident which is significant to learning and development
This is the incident which is happened when I was coming to the position of manager in this organization. There was the meeting which is going on some portfolio and all of the senior members, as well as the person who is important in order to make some decisions, came to the meeting. When they came to the meeting, they are mainly prepared for this meeting according to their position or the job in the organization. But when the meeting was started, I gave them a booklet which is having all of the information on the project, then, told them to read it very carefully, when they are done, I asked everyone’s point of view and suggestions on the project. In order to get everyone’s thoughts on it (Lynch, Lynch & Clemens, 2018). But nobody expects this they think they are allowed to talk about their part only but I allowed them to give suggestions about everything and even ask questions about different things. At the starting of the meeting, they hesitated but as the meeting goes on, they all become comfortable and they have given a very good suggestion which helps us in order to make a decision. Through this incident, I learned that sometimes the different suggestions from the team members can give brilliant ideas and by this many problems can solve easily (Paulamäki, 2018). After this, I have decided and told my team they are allowed to give different suggestions and opinions on every aspect if they have.
Finding and learning about myself from this incident
By using the toolkit called Belbin I am able to understand my behaviour. From this incident, I have found new ways to make the meeting more interactive and more productive. This thing also helps in getting new ideas, as well as the team members, who are also developing new skills while listening and giving new ideas or suggestions at meetings (Lynch, Lynch & Clemens, 2018). From this incident, I learn that I can promote the team members in a way that helps the organization in all possible ways. As well as they are practising new skills which do development of personality too. Even I have encouraged them to do continuous self-development, so they are able to evolve and upgrade themselves with new skills (Paulamäki, 2018). These learnings help me to do more such type of work in the organization, so create feelings of self-belief and confidence between the employees.
Identification of ways to use these learnings in future
The skill I have used at the time of the meetings, in order to make sure every person or the members of the meetings are going to participate in all forms. They are not only tied to give suggestions or speak up according to their job profile but they are also allowed to give suggestions in other matters. In this way, the meetings are having much more mind used for the one and only purpose, which helps them in making the decision for the required project. I can use this skill of having faith in everyone and allowing every member of the team to speak up their ideas in different places (Lynch, Lynch & Clemens, 2018). If I put faith in them and allow them to give their suggestions then they feel much more confident and comfortable. This comfort makes the environment of the organization more friendly and positive. In this way, if there will be a condition where things are not going in a good way then, I have too many people around me, who have the feel of much more responsible for their work as well as helping the organization in every possible way. In this way, we are able to handle all of the situations and conditions. I used this learning of mine in order to make the organization’s employees more self-confident, by providing them self-belief that even they are not in a high position their suggestions are valuable to the organization (Paulamäki, 2018). This thing makes the organization much stronger and more effective in all ways.

Template 2

My chosen toolkit- Cultural intelligence program at the weekends

The critical incident which is significant to learning and development
 In the residential week during the discussion with the group, I have come to know that the Japanese who are the minority party of my group used to talk in their mother language and they are very comfortable in it but due to this the other team members of my group are not able to understand anything because they only understand English. Therefore, after seeing this, I talked to the Japanese personals of my team not to talk in their mother tongue. I also encouraged them to speak up in the English language so that the other members of the team also understand what they are saying and participate in the conversation (Stewart al., 2017). Still, whenever the conversation goes on the critical thing, they start talking in their mother tongue because they feel more comfortable in it and they are not able to express their feelings in English easily. I tried to stop them but they told me that they are not able to do work properly if they are not going to communicate well. At that time, I can do only one thing is to explain everything to non-Japanese that was discussed and listen to things carefully. So, I am able to express their ideas to the group.
Finding and learning about myself from this incident
From the chosen toolkit I am able to find out that, I have done very good work in order to do the communicate with members of the group, who have a different cultural background.  I always tried to share different things, stories of my culture and it helps me in order to understand the different cultures. I know and understand that different countries have different languages therefore I appreciate my group communicating in one common language which is English (Rubenset al., 2018). When some of the team members refused for doing so, I have tried my best to explain to the other personals of my group, so they are having an idea of what is going on. Even I have assisted my other members of the group to give their ideas so everyone is treated equally as the group.
Identification of ways to use these learnings in future
I know that we are working in a group which has some members who are from different cultural backgrounds. Still, I am brave enough to put concern on this issue in front of them that the Japanese should not talk in their mother tongue. Still, they ignored my advice but I did not get frustrated from this whereas act rationally and translate everything for the other members so that they are also able to understand what is going on. Even I have done so much I was not enough to make sure they understand the importance of the use of one language in the discussion. If I am going to talk about the future implications of these skills then I want to say that, nowadays the organization is expanding on an international basis (Korlénet al., 2017). So, it is possible that in the future I am going to counter the different peoples firm different cultural backgrounds and they having different languages. Therefore, it is important for me to understand the different cultural backgrounds and study them. So, I am able to understand the things and emotions this thing helps me to get along with them and solve my future problems. I also understand that when I am going to work with the different cultural backgrounds people, there may be conditions where I can offend them by mistake because I am not aware of the cultural background they are from. Therefore, the skills of cultural intelligence are very important for me and it will influence my impression of others. The people from different places or cultural backgrounds are also ready to become more friendly to me (Bravoet al., 2017). This thing increases my reputation as a more professional person in my work and I am also able to represent the organization on an international basis in the future. Therefore, this skill is very helpful for me in all areas of my professional career as well as my personal life.

 Strength and weaknesses

As a manager, it is very important that I know my strength and weaknesses in order to improve the skills in which I am lagging and try to practice my strength more and more to make them perfect. In order to know my strength and weaknesses I have, used the different tool kits in different critical incidents which provides me with information about my strength and weaknesses (Ahmedet al., 2017). Even with the help of those tool kits, I am able to also know about my behaviour. The strength and weakness of mine are as follows:

Strength

  1. I have the skill to promote my team members to speak up and be confident.
  2. I put my faith in my faith members so that they can feel comfortable and can grow easily (Jiambalvo, 2019).
  3. I also make sure that I should do something to help them so they are able to become self-development.
  4. I have enough courage to speak up the things to correct someone at the exact time (Jiambalvo, 2019).
  5. I always try to be rational with everyone.
  6. I can easily mingle with people from different cultural backgrounds because I used to share things and try to communicate with them (Kaplan & Sorensen, 2017).
  7. I did not try to avoid anyone, I always try to help everyone, so that they can also grow.
  8. I can understand the emotions of people and the members of the group easily so it helps me in comforting them and easily communicating with them.

Weakness

  1. Sometimes I am not able to succeed in changing the mind of the member of my group to do the best practices in the meetings to make it more productive (Jiambalvo, 2019).
  2. I am not having that much cultural intelligence which can help me to manage thongs on the international level if I am working with different cultural background colleagues.
  3. Sometimes I get carried away with my ideas (Jaques,2017).

All of these are the strength and weaknesses of mine as the manager which I can know with the help of the different tool kits. There are also some behaviour things which is also know about myself like I like to give responsibilities to others so they can also grow under pressure and many more.

Personal development as a manager

When I have used the different types of tools of the self-analysis, then I get to know about some weaknesses or the things which are required to be practised and developed in my behaviour. These things and the weaknesses have to be removed from me therefore it is very important to me to do some personal development (Bonsall IV, Holzman & Miller, 2017). As the manager of the organization, I have to command many peoples and make different decisions. So, these weaknesses can cause problems. The things which have to develop in me as the manager are as follows:

  • I have to increase my cultural intelligence, because as the manager of an organization that is expanding internationally there may be more chances where I have to work with people who are from different backgrounds. Then this cultural intelligence has become one of my most powerful skills of mine in order to understand and mix up with them (Chen, Berman & Wang, 2017). This thing helps in making the environment good and comfortable to express things. Which also helps in making good decisions.
  • I need to develop my skills in the field of creating more trust and belief in me. So, if I advise someone to do things in the manner which is required then they can follow it (Chiu, Balkundi & Weinberg, 2017).
  • I also want to develop the skill to control things in a much more efficient way.

References

Ahmed, U., Khalid, N., Ammar, A., & Shah, M. H. (2017). Assessing moderation of employee engagement on the relationship between work discretion, job clarity and business performance in the banking sector of Pakistan. Asian Economic and Financial Review7(12), 1197.

Bonsall IV, S. B., Holzman, E. R., & Miller, B. P. (2017). Managerial ability and credit risk assessment. Management Science63(5), 1425-1449.

Bravo, J., Seibert, S. E., Kraimer, M. L., Wayne, S. J., & Liden, R. C. (2017). Measuring career orientations in the era of the boundaryless career. Journal of Career Assessment25(3), 502-525.

Chen, C. A., Berman, E. M., & Wang, C. Y. (2017). Middle managers’ upward roles in the public sector. Administration & Society49(5), 700-729.

Chiu, C. Y. C., Balkundi, P., & Weinberg, F. J. (2017). When managers become leaders: The role of manager network centralities, social power, and followers’ perception of leadership. The Leadership Quarterly28(2), 334-348.

Jaques, E. (2017). Requisite organization: A total system for effective managerial organization and managerial leadership for the 21st century. Routledge.

Jiambalvo, J. (2019). Managerial accounting. John Wiley & Sons.

Kaplan, S. N., & Sorensen, M. (2017). Are CEOs different? Characteristics of top managers (No. w23832). National Bureau of Economic Research.

Korlén, S., Essén, A., Lindgren, P., Amer-Wahlin, I., & von Thiele Schwarz, U. (2017). Managerial strategies to make incentives meaningful and motivating. Journal of health organization and management.

Linehan, M. (2019). Senior female international managers. Routledge.

Lynch, D. S., Lynch, M. J., & Clemens, C. M. (2018). Belbin Team Roles. The Handbook of Communication Training: A Best Practices Framework for Assessing and Developing Competence.

Miao, C., Humphrey, R. H., & Qian, S. (2017). A meta-analysis of emotional intelligence effects on job satisfaction mediated by job resources, and a test of moderators. Personality and Individual Differences116, 281-288.

Mone, E. M., London, M., & Mone, E. M. (2018). Employee engagement through effective performance management: A practical guide for managers. Routledge.

Paulamäki, E. (2018). Valued Manager Through Belbin Team Roles.

Rubens, A., Schoenfeld, G. A., Schaffer, B. S., & Leah, J. S. (2018). Self-awareness and leadership: Developing an individual strategic professional development plan in an MBA leadership course. The International Journal of Management Education16(1), 1-13.

Scase, R., & Goffee, R. (2017). Reluctant Managers (Routledge Revivals): Their Work and Lifestyles. Routledge.

Schmidt, C. G., Foerstl, K., & Schaltenbrand, B. (2017). The supply chain position paradox: green practices and firm performance. Journal of Supply Chain Management53(1), 3-25.

Stewart, J. S., Oliver, E. G., Cravens, K. S., & Oishi, S. (2017). Managing millennials: Embracing generational differences. Business Horizons60(1), 45-54.

Leave a Comment