29 Apr
Visual Representation of the Johari Window for Self-Awareness and Success
marketang Uncategorized

Unlock Your Potential: Understanding the Johari Window for Enhanced Self-Awareness and Successful Interpersonal Relationships

You don’t know what you don’t know.

 
Visual Representation of the Johari Window for Self-Awareness and Success

Are you familiar with the Johari Window? It’s a great follow-up to our discussion on the need to be self-aware.
 
Created by psychologists Joseph Luft and Harrington Ingham (they blended their names for the title), the intent is to help increase self-awareness, and to better understand and relate to others.

The four panes of the window represent the following:

OPEN

The open area is what we are aware of and what others also know about us. This includes our attitudes, behaviors, motivation, values, magic dust, and way of life. (Often referred to as “open books”).

HIDDEN

Our hidden area is not known to others unless we choose to disclose it. It’s up to us to share or not to share; our friends/colleagues are unaware of this part of us until we decide to open up to them.

BLIND

In the blind area, there are things about ourselves which we do not know but that others can see more clearly, or things we imagine to be true of ourselves but that others do not see at all. When others say what they see (feedback), in a supportive, responsible way, and when we truly listen, we are positioned to test the reality of who we are and grow.

UNKNOWN

It is through disclosure and feedback that our open pane is expanded and that we gain access to the potential within us represented by the unknown pane. We are often more rich and complex than what we, and others, are aware of. Sometimes something happens – is felt, read, heard, dreamed – something from our unconscious is revealed. At that time we become aware of what we have never “known” before.

Understanding the concept of the Johari Window will increase levels of success; we will build trust as we expand our “hidden” self, and being receptive to feedback will provide growth opportunities.

What actions are you taking to expand your OPEN pane?
 
Sincerely,

Mike and Jan

The “biggest” poems I ever made are based on the psychological principal of the “Johari Window:” what the self freely shares with others; what the self hides from others; what others hide from the self; and what is unknown to the self and others.
–Denise Duhamel

22 Apr
Woman Reflecting on Self-Awareness
marketang Uncategorized

Unlocking the Power of Self-Awareness: The Key to Professional Success and Personal Growth

The key to an ideal workplace, in one hyphenated word, is this: self-awareness.
–Neil Blumenthal

How would you rate yourself when it comes to being self-aware? It’s more than knowing your strengths and weaknesses; it also includes understanding how others perceive you, how you relate to others, and how motivated you are when it comes to having a commitment for continual learning.

Claire Hughes Johnson, a former google VP, invested many hours weekly interviewing job candidates. To narrow down the field, she said the #1 skill she looked for was self-awareness. She felt experience could be acquired and skills learned, but being self-aware meant the person knew not only about their development opportunities, but also about their work preferences, and building relationships with colleagues.

Johnson suggests listening for 2 things when interviewing:

1. Too much “I” is a red flag that they may not be humble or    collaborative
2. Too much “we” may obscure what role they played in the situation

She also asks interviewees how colleagues would describe them and probes about the feedback they’ve received. This is followed up with asking about the actions they’ve taken for improvement to see if they truly listened and processed the feedback.

Johnson’s suggestions for building self-awareness (excerpts):

  • Understand your values
  • Identify your work style
  • Analyze your skills and capabilities

More on being self-aware:

The Harvard Business Review reports that research found that 95% of people believe they are self-aware, yet the true number is in the 10 to 15% range. They also reported that lacking in self-awareness creates workplace frustrations, can reduce success rates by 50%, and tends to increase stress, decrease motivation, and results in higher turnover rates.

Increasing your level of self-awareness will serve you well by positioning you to speak confidently about your strengths, magic dust, and development opportunities. It will also reduce stress, increase motivation, and improve interactions and relationships with others.

How will ensure you are not part of the 95% that believe they are self-aware, but in actuality are not?

Sincerely,

Mike and Jan

Self-awareness is value-free. It isn’t scary.
It doesn’t imply that you will subject yourself to needless pain.
–Deepak Chopra

About PeopleTek Coaching

Peopletek Coaching is dedicated to empowering emerging leaders by providing comprehensive leadership development programs and coaching services. With a mission to foster a culture of leadership, Peopletek helps individuals unlock their full potential and transform into effective and inspiring leaders. Drawing from their extensive experience and expertise, Peopletek’s team of professionals offers tailored coaching, workshops, and assessments designed to meet the unique needs of emerging leaders. By cultivating essential skills, enhancing self-awareness, and promoting continuous growth, Peopletek Coaching paves the way for the next generation of successful and influential leaders. Learn more about our programs and services specifically tailored for emerging leaders.

13 Apr
Change Management Success
marketang management success

Mastering Change Management: Overcoming Resistance for Organizational Growth

Change is inevitable. Growth is optional.
–John C. Maxwell

 

Mastering Change Management: Overcoming Resistance for Organizational Growth

Do you agree that change is inevitable? That without change we (and our organizations) will become stale, and growth will be stifled?

Most people won’t disagree that change must occur, yet it’s human nature to resist it. Dr. Britt Andreatta shares that we are “biologically wired to resist change“. Why is that?  

Change causes disruptions to what we know, and often the change is not a choice, rather it’s a mandate that may not be viewed as desirable, which prevents buy-in.

In Dr. Andreatti’s book, WIRED TO RESIST, she shares the 5 types of change encountered in the workplace:

1.    Strategic – how the organization will fulfill its mission
2.    Structural – the organization’s internal set-up
3.    Process – how the organization maximizes productivity and workflow
4.    Talent – maximizing employee skill and performance
5.    Cultural – shifting attitudes, values, and behaviors

She also shares 4 key factors that influence success rates: Disruption, Acclimation, Choice, Desire. As leaders it’s beneficial to assess the amount of disruption and the time required for acclimation. Each change can be categorized as follows:

  • ORANGE – A lot of effort but over quickly
  • GREEN – Little effort and over quickly
  • YELLOW – Little effort over a long period
  • RED – A lot of effort over a long period

Taking the time to assess the level of disruption for each change will help with how quickly you can expect to obtain buy-in. As leaders we need to communicate and manage what is changing, and why.

Poorly communicated change will add to the resistance. Recognize and address the difficulties that are being faced and share how each change can be supported by our organization, and at the individual level.

As leaders we also need to acknowledge and manage the emotions of the change curve (shock, denial, anger and fear) before we can expect acceptance and commitment.

Change is inevitable. Do you have stories to share about how you have helped lead through change?

Sincerely,

Mike and Jan

Change is inevitable. Change is constant.

–Benjamin Disraeli

About PeopleTek:

PeopleTek is a renowned coaching organization dedicated to cultivating leadership excellence. With decades of experience, our team of skilled coaches and facilitators empowers leaders to unlock their full potential and drive sustainable growth. Our tailored programs, workshops, and coaching services help individuals and organizations navigate the complexities of leadership, fostering a culture of collaboration, innovation, and success. At PeopleTek, we believe that leadership is a journey, and we are committed to guiding you every step of the way.

13 Apr
Employee Recognition Pillars
marketang employee recognition

Harnessing the Power of Praise: Unlocking Employee Potential with Effective Recognition Strategies

A simple “thank-you” goes a long way.

 

Harnessing the Power of Praise: Unlocking Employee Potential with Effective Recognition Strategies

 
We’ve shared that feeling valued at work is a need, and along with that need is the desire to be appreciated and recognized for quality work.

As a leader, do you consistently acknowledge the accomplishments of others? When recognition is lacking, work efforts can also be lacking. Providing praise pays off!

Susan Caminiti shared in Workforce Wire that 81% of leaders say that recognition isn’t a major strategic priority for their company.

She also shared that:

· Employees are 73% less likely to feel burned out when recognition is offered
· That companies that make employee recognition a priority have workers who are 56% less likely to be looking for a new job
· Nearly two in three leaders say their company has no budget allocated to recognition programs

In a Global Gallup poll of hundreds of organizations and thousands of teams in a variety of industries, 25% of the employees strongly agreed that they had received recognition or praise for doing good work in the last week.  Does that number feel low to you?

The entire article: From Praise to Profits: The Business Case for Recognition at Work provides many statistics worth reading, but we want to highlight the Five Key Pillars they shared that are required for a successful recognition program:

1. Fulfilling: It feels appropriate to the accomplishment

2. Authentic: It feels genuine rather than a formality.

3. Personalized: It’s the way someone wants to be recognized.

4. Equitable: It’s about achievement, not favoritism.

5. Embedded: It’s part of the values and practices throughout the organization.

How is your recognition process? Are the 5 Pillars helpful? Sharing praise will foster a work culture that is positive, motivating, and energized, and will ultimately increase your results.
 
Sincerely,

Mike and Jan

Research indicates that employees have three prime needs:
Interesting work, recognition for doing a good job,
and being let in on things that are going on in the company.
–Zig Ziglar

About PeopleTek:

PeopleTek is a renowned coaching organization dedicated to cultivating leadership excellence. With decades of experience, our team of skilled coaches and facilitators empowers leaders to unlock their full potential and drive sustainable growth. Our tailored programs, workshops, and coaching services help individuals and organizations navigate the complexities of leadership, fostering a culture of collaboration, innovation, and success. At PeopleTek, we believe that leadership is a journey, and we are committed to guiding you every step of the way.