Are you Self-Aware about your coffee?

Do you take it black or with cream or sugar? It probably took you a while to figure out the perfect amount of cream and sugar to use and the ideal type of roasted bean. Knowing how you take your coffee is a simple example of self-awareness.

By bringing that same self-awareness to the workplace, you can better identify who you are as an employee and why you work the way you do. Being self-aware means that you know how you like to communicate, what motivates you, how you respond to conflict, what causes you stress, and how you solve problems. By identifying this information, you can play to your strengths and know areas of opportunity to improve.

What happens when the people around you know how you like to communicate, what motivates you, and how you want to solve problems? Communications are improved, job performance is enhanced, and team empathy increases. Self-awareness and emotional intelligence are vital in solving a variety of your company’s people problems. So how can you increase self-awareness for yourself and your staff?

Here are three tips to get you started:

Take the Test

There are so many great tests out there to provide insight, and some are spooky scary accurate! Taking these tests can confirm your beliefs and give vocabulary to the way you’ve been feeling. All the choices can be overwhelming. Some of our favorites are Pairin, Predictive Index, and Enneagram. All are aimed to serve as a data point toward your greater self-awareness. These can help you determine your personality and your characteristics to improve.

It can be challenging to keep track of all your different scores. Try and create a free dashboard at and learn more insights about your results!

Get Regular Feedback

Whether you ask friends, family, or coworkers – getting regular feedback helps you learn how you come across. Creating an open conversation will allow you to discuss the qualities you possess and the leadership skills you could improve on. You can ask someone for a candid, critical, objective perspective or ask them to call you out when you are doing specific behaviors.

Reflect, Revise Repeat

There is no self-awareness without reflection. Think back on your day. Were you proud of your response towards an upset client, or could you have handled it with a more level-head? Make specific mental notes of what you did well and what you could have improved. By taking time each day to think about how you react, you start to notice what you can do differently. Reflection paired with great feedback, these changes become natural, and you will see behavior changed at the moment, rather than just after the fact.

Just like your morning coffee, the value of self-awareness at work is an everyday necessity. Using these tips to improve your awareness, you’ll be able to develop leadership skills, build a better work environment, and increase the company’s performance over time. Reach out to discover how our Purpose Discovery Method can assist you in enhancing your staff’s self-awareness.

From our CEO: Finding Inertia in 2021

From our CEO: Finding Inertia in 2021

Finding Inertia in 2021 How's your New Year going? That's not supposed to be a loaded question. Yet, after a pandemic, economic downturn, and an election year with compounding social issues surrounding racial equality – it has become a complicated question, to say the...

Closing the Purpose Gap by John Qualls

Closing the Purpose Gap by John Qualls

A purpose-driven organization is one that is dedicated to making a difference.... A recent article in Fast Company identified “purpose” as a superpower, indicating  “companies that have purpose built into their bottom line are the most likely to remain standing.” It...

Avoiding Hiring Horror Stories | Creating A Hiring Process

Avoiding Hiring Horror Stories | Creating A Hiring Process

We’ve all heard the tales lurking in human resources—the legendary account of the old sales lead or marketing manager who woefully exaggerated their experience or almost set fire to the office. Spectators cringe and gasp, but it is up to companies and hiring managers to create a hiring process that will avoid any more of these HR spooks.