At Facet5, we are big on Potential. We talk about it a lot. But what do we mean by that?
For us, ‘potential’ is an ability – or quality – that can lead to success or excellence now and in the future.
Realising our potential is a journey we are on every day. Our personality, passions, and experiences (good and bad). Building who we are. And laying the foundation for who we are to become.
But what are the elements of potential that we focus on at Facet5? They are:
- Know yourself – increasing self-awareness
- Know others
- Know your impact
- Know the moment
- Find your edge
- Build your balance
Let’s dive deeper. And discuss what we mean by ‘Know Yourself – increasing self-awareness’
When we focus on self-awareness we are creating a capacity to look inward. Understanding our preferences, strengths, areas of stretch, motivators and demotivators. Based on our unique personalities and experiences.
It allows us to embrace all aspects of ourselves. Helping us make choices from a place of understanding. Providing a necessary foundation for personal growth. And once we learn to observe our own personality, emotions and behaviours? We get a better understanding of who we are. And how we interact with the world. Which in turn, gives us the ability to choose our behaviours and regulate our emotions.
It is this ‘choice’ that empowers us, helping us to realise our potential.
Personality and Self-awareness
So, how does Facet5 support self-awareness?
When we work with our clients we focus on:
- Providing words and a language that allows individuals to describe themselves in a way others understand. The power of language that is non-judgemental, balanced and contains no jargon can’t be underestimated.
- Creating an understanding of themselves in relation to others. This in turn allows them to test their assumptions of how they turn up. And the impact they have on those they work with and the relationships they build.
- Opening up recognition of how they like to work. Their approach. And an understanding of why some things are effortless and others more effortful.
- Embracing and giving themselves permission to recognise and celebrate their individual brilliance
- Supporting a curiosity and openness to learning about themselves and others, and…
- Importantly, coming from a place of non-judgment. To openly explore their potential.
So how do you increase self-awareness?
We equate self-awareness to a Toolbox. When you open it there is a range of tools, some you use regularly and others you forgot you had. You know what tool to select and why to get the best outcome. Remember when all we have is a hammer – everything looks like a nail.
So how do we encourage people to add to their toolbox?
- Well, of course, the first thing you need is a Facet5 profile – AND a debrief. Obvious really!!
- Secondly, get better at reflecting regularly. You don’t need to sit on a mountain, cross-legged. But good reflective practice allows us to step out of the whirlwind of work and life. Ensuring we are making those unconscious learning moments, conscious.
- For example:
- Our Experiences – the good, the bad and the ugly
- Our observations – both of self and others
- Feedback – both formal and informal
- Those moments of success and celebration and what went well and why
- Those tough moments of learning – where we hang our heads and sigh!
- What we find effortless vs effortful
- Things that motivate us and demotivate us – and why
- And importantly our Aspirations – and why these are important to us
This process of reflection helps us increase access to those areas that drive us. Informing our behaviours and choices. And when combined with a language and understanding, allows us to shift to the ‘What’.
‘What’ can I do,
‘What can I learn?’,
’What is possible?’
Here is a range of other ideas you might like to try.
Practical steps for building self-awareness
Create a list
- Start collecting your strengths and insights. Read through your Facet5 Profile – it’s full of them!
- Take the words and statements that you feel best represent you from across the report
- Look through any other feedback you have received. Such as performance reviews, talent reviews, customer feedback, development centres
- Create a list and ask yourself the following questions:
- How is this benefiting me and how could I use it more?
- If possible, try to provide an example of the strength in action
- How is this helping me build better relationships?
- What do I need to allow my strengths to shine in a role or workplace?
Explore through conversations
Explore your list with others
- Ask for feedback on what they see and their experience. Get as many recent examples as you can
- Ask about not only the “what”, but how it made them “feel”. We often find our most impactful moments create a positive emotional memory
- Ask for other strengths they may see that you don’t. Remember this list is infinite!
Think about a Strengths fitness plan
- While knowing our strengths and how they turn up at work is a great start, sometimes we have to refine our technique
- Create a skills fitness plan that outlines those strengths you would like to practice more and how you can do that
- Who can you get support from to help guide or mentor you or just to give you feedback as an observer in-the-moment
Create your ‘Brilliance of being’ statement
- Try summarising your key strengths and preferred style into a short personal statement. Start with reaffirming your value. “ The brilliant thing about my style is” …and “it allows me to….”
- Don’t be shy. In this busy, fast-paced, noisy world, honest statements in your own words can cut through. Creating clarity and meaning.
Start telling the world
- Use this new language in your next performance review or 1:1 conversation. And describe your contribution to a role, team or organisation.
Look for opportunity
- Make time with your manager. And explore ways to leverage your strengths and preferred approach more often in your current role.
- Consider what opportunities or challenges you have on the horizon where you can:
- Develop these further
- Use them more
- Share and build capability in others
Start your own strengths movement
- Start a culture of strengths and self-awareness. Recognise it in others. And give them in-the-moment feedback. When we start looking for the great – we will find it everywhere.
- Organise time with those you work with. Or a team meeting. And talk about the strength or key quality you are relying on at the moment. Ask them to do the same and start celebrating the great and the brilliant – not just the work.
- When we recognise and value others, we are affirming who they are and what they do. There is no greater thing you can do than ‘truly’ see someone.
We would love to hear about your self-awareness practice. What have you found helpful that you can share with others?