The
Five Core aspects of Self-Awareness are: emotional intelligence, core
self-evaluation, values, cognitive style, and attitudes toward change. According
to the definitions of each core aspect, I can personally say it has been a
working progress since I started the MSLD program in May 2012. My
self-awareness has changed some but there’s still more room for improvement and
areas that need improvement. As young as I am and taking a program that usually
more professionally experienced individuals would take, I can’t always say,
agree or even reflect on certain aspects because I have not encountered such
events or struggles yet. But the MSLD program has opened up my eyes and has
served as a great educational tool in which I can refer to in order to overcome
certain managerial struggles. It has helped me become aware of things that
typically in the past I would have no idea how to handle, such as a person’s
emotions, ideas, beliefs, decision making, etc. It has also helped me recognize
potential areas of danger or areas in which I may struggle or find myself in
conflict of.
Emotional
intelligence is identifying emotional awareness and control (Whetten, 2011). Reflecting on this definition and after
completing the self-awareness assessments, I realize that I have matured enough
in the aspect of recognizing other’s emotions and my personal reaction to those
emotions. But that I continue to struggle with recognizing my own emotions,
becoming aware of what those emotions are, and what could’ve caused those
emotions. For example, in my line of work I rely on the shift before me to have
tasks completed in order to move on to the next project or workday per say. There
was a time in which tasks weren’t getting completed and therefore, had pushed
the day shift’s work behind and not to mention it threw our entire day off. The
pattern had continued to repeat itself for about a week. One day I blew up and
told my supervisor what the problem was. It came to a big shock to her that I
had waited this long to bring up the situation rather than seeking an
opportunity to talk to the other shift lead on how I could maybe help them
catch up or bring up to my supervisor what was happening. After my outburst, I
had realized what I had done and apologized to my supervisor and to the entire
staff that was there that day. Since then, I have tried to avoid the escalation
of situations and have improved my communication with the other shift lead and
have often found ourselves asking for each other’s help.
Core
self-evaluation is identifying underlying personality attributes (Whetten,
2011). In this aspect, I have not changed much. I daily continue to struggle to
gain self-confidence on my personal life and on my professional decisions. I’m
aware of how my decisions may affect my future and make the decisions
cautiously, meaning I don’t tend to take much risk. I have found myself getting
comfortable where I am rather than take risks in order to succeed or even gain
experience. As well as often found myself saying, “I should’ve taken that risk.
That could’ve been me in that position”. I have also realized that until I find
or get comfortable with myself personally, I’ll continue to struggle on my
self-confidence professionally.
Values
are identified as personal standards and moral judgment (Whetten, 2011). Again
after completing the self-awareness assessment, I realized that my decisions
tend to be more based on the social system and conscience maintenance. This is
the moral basis of development I tend to use the most: “Right is doing one’s
duty to society and upholding the social order” (Whetten, 2011). Reflecting on
this definition, I realized that prior to the MSLD program I used to base my
decisions based on the punishment and obedience stage of moral development.
Depending highly on the situation I would avoid the risk of being punished at
all costs. If I had ever thought that the decision would get me punished I
would avoid making the decision at all cost and seek higher approval or
guidance before taking the final decision and if I couldn’t find guidance or
approval then I just wouldn’t take a decision and dealt with the consequences.
Cognitive
Style is identifying information acquisition and evaluation (Whetten, 2011).
Under the knowing style, prior to the MSLD program I thought I knew and
understood everything to a certain extent. I didn’t realize that I did not
emphasize on the facts, details or even the data of information. For the planning
style, this actually came to a surprise to me to learn that I’m inclined
towards structure, preparation, and planning. When before the MSLD program, I
used to be the rebel against structure and organizational hierarchy. But after
reading Chapter 1, I realize that I like order, organization, structure,
preparation, etc. I never connected the dots between how I would avoid risk and
seek higher approval on certain things and how I like having a structure/plan
in my life. For the creating style, before and even now during the MSLD
program, I continue to struggle with this. I tend to stay as an inside the box
thinker rather than be creative or create areas in which others can take their
creative ideas and shine.
Attitudes
toward change are identifying adaptability and responsibility (Whetten, 2011).
Prior to the MSLD program, I despised change. I didn’t like how something out
of my control could change my life or decisions. I would seriously struggle
against change. It would even upset me. Now under the MSLD program, I have come
to an understanding that change is and can be good both professionally and
personally. I educate myself on why is change happening, how it can positively
affect me personally and professionally, and try to help others struggling with
change focus on the bigger picture of how it can positively change be better
for them.
Overall,
there are plenty of things I continue to struggle with such as self-evaluation,
values, and my attitude towards change at times. But there are things that I
have already begun to see the difference in. There’s still plenty of room for
improvement and therefore, look forward to the outcome of the MSLD program.
Source:
Whetten,
D. A., & Cameron, K. S. (2011). Developing Self-Awareness. Developing
management skills (8th ed., p. 70). Upper Saddle River, N.J.: Prentice
Hall/Pearson.
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