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2 min read

Why your team sees you MUCH differently than you see yourself.

Do you know how important accurate self-awareness is to your executive career?

A recent Cornell University study of senior executives at companies with revenues from $50 million to $5 billion concluded that high self-awareness scores were “the strongest predictor of overall success” for these companies.

What a remarkable conclusion!

Your self-awareness could be the difference between growing revenue and profitability in your company -- or not!

Are you self-aware? Or do you just think you are?

According to research published in the Harvard Business Review, while “most people believe they are self-aware,” only 10-15% of those studied “actually fit the criteria.”

Most leaders have an incomplete definition of what self-awareness really is.

Self-awareness certainly includes knowing about your internal world: core values, aspirations, emotions, strengths, weaknesses, personality, and the like.

But it also includes something even more important when it comes to your leadership:

External self-awareness -- an awareness of how you impact those around you.

Not only is external self-awareness arguably more important than internal self-awareness, it is more frequently neglected.

Too many leaders never get answers to these critical questions:

  • How does my leadership style affect people’s performance?

  • Am I effectively managing my emotions to create the best outcome with others?

  • Do my behaviors empower people or shut them down?

External self-awareness involves knowing what others think about your behavior patterns. For example, do the people you work with think you are:

  • Too aggressive or not aggressive enough?

  • Deferential or stubborn?

  • Overly-critical or tolerant?

  • Task-focused or relational?

  • Change-oriented or resistant?

  • Strategic or impulsive?

  • Arrogant or collaborative?

Many senior leaders completely misjudge their impact on others.

Research has shown that the higher a leader moves up in an organization, the less aware of their impact they become. They overestimate the importance of their skills and abilities and fail to adequately consider the social-emotional effect of their behavior.

To increase your external self-awareness, you need valid data from the people you lead.

And that’s where the Teamalytics 360 Report comes in.

Our scientifically-validated, 360-degree assessment creates a detailed picture of how your team sees you versus how you see yourself, using more than 30 behavioral scales and targets formulated from data on many of the world’s best leaders and managers.

In short, we can help you develop the level of external self-awareness that correlates to executive success.

Are you ready to win the war by creating a high-development culture? Contact us!


3 ways we can help you overcome the obstacles holding your team back:  

1. Learn how the Fortune 500 (e.g. LinkedIn, McKesson, Procter & Gamble) are using our behavioral analytics and coaching to optimize their teams for competition-busting results HERE.

2. Download our report “Solving the 5 Pervasive Team Challenges” and experience the power of our Teamalytics 360 Report for yourself or a team member at no charge HERE.

3. Grab a free Consultation to discuss the challenges on your team and how to leverage the power of behavioral analytics to solve them HERE.

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