The Power of Self-Awareness in the Workplace
At Echelon Front, we talk a lot about leadership, but one of the most underrated skills—both for leading and for career growth—is self-awareness. It’s the ability to recognize how you show up, how others experience you, and where your blind spots are. The more self-aware you are, the better you’ll navigate relationships, make decisions, and lead effectively.
The problem? Most people think they’re more self-aware than they actually are.
What Self-Awareness Really Means
Being self-aware isn’t just about knowing your strengths and weaknesses. It’s about understanding the impact you have on others—and being willing to accept that impact, even when it’s not what you intended. Leaders who are truly self-aware don’t just assume they’re good at building relationships or communicating clearly; they verify it by paying attention to how people respond to them.
Here’s the reality: We tend to overestimate our relationships. We assume we have more leadership capital than we actually do. But people often tell us the truth—not with words, but with their actions. A lack of responsiveness, subtle jokes at your expense, or even just a shift in tone can be indicators that a relationship isn’t as strong as you think. Paying attention to those signals is key to becoming more self-aware.
How to Build Self-Awareness
Building self-awareness isn’t a one-and-done deal. It takes consistent effort. Here are a few ways to get better at it:
1. Seek Honest Feedback (And Actually Listen to It)
Too often, people ask for feedback but immediately dismiss it when it’s critical. “That’s not true” or “They just don’t get me” are common reactions. But feedback—especially the kind that stings—is a gift. It’s information you didn’t have before, and now you can use it to improve. If you want to grow, ask for feedback from people you trust—and then take it seriously.
2. Pay Attention to How People Respond to You
Do people hesitate before agreeing with you? Do they avoid bringing you into conversations? Do they seem to hold back when they’re around you? These subtle cues say a lot about how you’re perceived. Instead of assuming everything is fine, be curious about how your words and actions are landing with others.
3. Reflect on Your Interactions
After a tough conversation or a big meeting, take a few minutes to think: How did that go? What was my role in how it played out? The goal isn’t to beat yourself up—it’s to recognize patterns and make adjustments.
4. Be Wary of Overestimating Relationships
We all like to think our relationships are solid, but reality doesn’t always match perception. If someone’s behavior towards you has changed—if they seem distant, less engaged, or even a little sarcastic—don’t ignore it. Ask yourself, Have I done something to erode trust? Have I been taking this relationship for granted? The answers may not be what you want to hear, but they’ll help you course-correct.
Why It Matters
Self-awareness isn’t just a feel-good leadership trait—it has real, tangible benefits in the workplace:
- Better Decision-Making – When you know your biases and blind spots, you make more informed choices.
- Stronger Relationships – People trust and respect leaders who are in tune with their impact.
- Improved Conflict Resolution – Self-aware leaders don’t get defensive; they seek solutions.
- Personal and Professional Growth – The more you understand yourself, the more you can grow into the leader you want to be.
At Echelon Front, we believe self-awareness is a non-negotiable skill for leadership. It’s what allows you to recognize how you’re the problem—and, more importantly, how YOU need to change. It’s not always easy, but the best leaders don’t avoid tough truths; they embrace them. That’s what Extreme Ownership is all about.
Conclusion
So, here’s the challenge: Ask for feedback. Pay attention to the little signals. Assume your leadership capital isn’t as strong as you think it is—and then work to build it. Because the more self-aware you are, the better you’ll be at helping the team accomplish the mission.
