Breathe - Self Awareness and Self Love

Mental Health Check-in: Let’s B.R.E.A.T.H.E.
Embracing Yourself: Self-awareness and Self-Esteem

Topics
 “Express Yourself”: Self-Awareness

 “Feelings”: My Tendencies, Triggers,
Stressors, and How to Manage Them
 “Love Myself”: Enhanced Self-esteem
through Self-love and Growth
 “Unwritten”: Be ‘Proud Mary’
Self-Awareness: Understanding
Oneself
 “Know thyself”
 Research evidences
 Study findings – star performers and
average performers comparison –
emotional intelligence with self awareness
is more effective than cognitive
intelligence.
Understanding Self
Stressed…….
 Always too much work, never able to
relax
 Need to spend too much time at work
 Commitments – can’t get out of it.
 Difficult to manage work and family
life
Understanding Self
 Self-awareness lies at the heart of the ability
to master one-self
 Developing self-control and clarifying
priorities and goals help individual creates
direction in their own lives
 Managing time and stress make it possible
for individuals to adapt to and organize
surroundings
Some Barriers
 Perceptual blocks – Stereotyping, tunnel vision,
single perspective, saturation.
 Emotional blocks- Fear of mistakes, unwilling to take
risks, immediate solutions, premature judgement.
 Cultural blocks-Absence of fun, use of value
judgment.
 Environmental blocks- Institutional practices, lack of
cooperation and trust
Self Awareness
 Foundation of personal growth and

success.
 'keystone' of emotional competence.
 Process of understanding of one’s own
thoughts, beliefs motivations and
recognize how they effect others.
Self-awareness………
Individuals who have high self-awareness
are:
 able to conduct accurate self-appraisals,
 self-confident,
 perceive situations accurately, and
 willing to take risks for what they believe
to be right.
Creating self-awareness
 Self analysis
 Feedback from others
 Using discloser
 Reflection past events
 Critical incident
Five Dimensions of Self
Awareness
Emotional Core Self Attitude

Learning
Intelligenc Evaluatio Values toward
Style
e n Change
Emotional intelligence
EI is the capacity for understanding

one’s own feelings and the feelings
of others, for motivating self, and
for managing emotions effectively
in relationships.
Understanding………
 It is essential in effective leadership and

has a direct impact on work performance.
 Research at the Center for Creative
Leadership has shown that the primary
cause of executive turnover was
individual deficiency in the area of
emotional competence.
Contributors for managerial success
Cognitive intelligence (IQ) - 20%

Emotional intelligence (EQ) and others - 80%
 IQ gets you hired, but EQ gets you

promoted
 Both combines to make you success!
Four Basic clusters of EI
Self -
Social awareness
awareness
Self - Relationship
management management
Employees with High EQ
 are able to admit and learn from mistakes
 can take criticism well
 stay cool under pressure
 are able to control emotions
 can conduct thoughtful discussions
 listen at least as much as talk
Low EQ:
 often think others don’t get your point

 feel that being ‘liked’ is over-rated
 think people over-react to your comments
or jokes
 Usually, others are to blame for problems
on your team
 think you shouldn’t be expected to know
how colleagues are feeling
Core Self Evaluation
Self esteem:
The extent to which people see
themselves as capable, successful
and worthy
Values
 Choose between alternatives, assumptions
about the nature of reality
 learned early, continue to develop
 drive choices and behavior
 differ based on culture and environment
Two Types of Personal Values
Terminal Instrumental
 Comfortable life  Ambitious
 Exciting life
 Capable
 World at peace
 World of beauty
 Cheerful
 Equality  Clean
 Family security  Courageous
 Forgiving
Learning Styles
 Concrete experience – learn through personal
involvement
 Reflective observation – seek meaning
through study
 Abstract conceptualization – build theories
using logic, ideas and concepts
 Active experimentation – change situations
and influence others to see what happens
Attitude Towards Change
Two major dimensions

 Locus of control
 Tolerance of ambiguity
Locus of Control
The extent to which a person believes they
have power over their successes and/or failures
in life.
Internal Locus of Control:
 Believes his or her successes are due to
factors within their own control.
 Behavior is guided by his/her personal
decisions and efforts.
Locus of Control……..
External Locus of Control:
 Believes his or her successes or failures are
due to factors outside of their own control.
 Behavior is guided by fate, luck, or other
external circumstance.
Research suggest that successful manager or
leaders have higher internal locus of control
Tolerance of Ambiguity
 Tolerance (or intolerance) of ambiguity
influences one’s behavior and consequently
leadership and decision-making style.
 Studies have found that managers high on
tolerance for ambiguity adjust and perform
better, and influence positively at workplaces
environments.
Dimensions of Tolerance of
Ambiguity
 Novelty – coping with new, unfamiliar
situations
 Complexity – using multiple, distinctive,
or unrelated information
 Insolubility – dealing with problems that
are difficult to solve
Managers with High Tolerance for
Ambiguity...
 more entrepreneurial in their actions
 screen out less information in complex
environment
 choose specialties that are less
structured
 cope more effectively with role stress
and conflict
The four questions aimed at
verifying self awareness
 Main strengths and weaknesses?
 How would you describe your personality?
 What’s your favorite web site and why?
 What are your long term professional goal?
Thank you

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Mental Health Check-in: Let’s B.R.E.A.T.H.E.

Embracing Yourself: Self-awareness and Self-Esteem

 “Express Yourself”: Self-Awareness

 Foundation of personal growth and

Emotional Core Self Attitude

EI is the capacity for understanding

 It is essential in effective leadership and

Cognitive intelligence (IQ) - 20%

 IQ gets you hired, but EQ gets you

 often think others don’t get your point

Two major dimensions

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