Can you lead without self-awareness?

I participated in a recent webinar titled Transforming Bad Managers into Great Team Leaders, a collaboration between 15Five and Predictive Index (PI). Both co-facilitators were young, lucid, and well-informed. They discussed the results of a major survey of 5,000 people on leadership conducted by PI.

I was not surprised by any of the results of the survey but was struck by one particular factoid. Of the entire 5,000 participants in the survey, a whopping 99.9% agreed that self-awareness was necessary for a person to become a great leader.

ExecuVision International has been addressing this topic for the past three years with our proprietary curriculum, Leadership & Self-Discovery.

 The program is a 12-part process, each session building on the previous sessions, that examines:

  • Management vs Leadership
  • Innate strengths (and weaknesses)
  • Communication and listening ability
  • Planning, execution, and accountability
  • Vulnerability, empathy, and appreciation
  • Storytelling, teamwork and trust
  • Time management, delegation, prioritization

In addition to the concept of self-awareness, our program also addresses the other motivator younger team members state as most important to them: a company’s willingness to invest in the individual growth and development of future leaders.

We hear so much about Millennials demanding more than previous generations. I have never found this to be true. What is different, perhaps, is their willingness to openly express what all previous generations wanted but didn’t have the courage to ask for. They, like us, want appreciation and the opportunity to contribute at their highest possible level. They expect an atmosphere of trust.

The decade-long research by economist and neuroscientist Paul Zak clearly illustrates that the most effective way to build that trust is to invest in the development of team members. He also shows that organizations with high levels of trust have an astounding 50% higher productivity and 76% more engagement at work.

Why would any modern company wishing to attract and retain younger workers not be willing to invest in their personal and professional development?

To learn more about our program to do just that, contact us at We look forward to supporting your efforts to transform your managers into leaders.

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