1.

Self-awareness and Continuous self-development for Manager in the

future.

Self-awareness is described as a comprehension of one's personal character and behaviour.

The fact that human beings are unique and individual has a distinct behavioural pattern is
crucial Thus, it is important because it allows us to look at ourselves without judging and
seeing who we are. Consciously living is the best method for raising our self-esteem. In
addition to determining a person's present self-awareness, a person's ability to evaluate his or
her future condition or set concrete expectations for the future is involved.

The self-development refers to a person's ability to think and make choices for him. This
involves the acquisition of new skills and repetition of actions to improve the habits and
personal skills. You must have a clear view of your target and be vigilant to gaps in your
dedication to yourself. You need to have a comprehensive life plan and behave creatively and
innovatively, feasible through self-study, research and knowledge-updating, which require a
strong sense of obligation and a positive approach. Ultimately, self-development is fostered
on our own intellectual growth and is learned by learning to apply it to specific life facts.

Managerial self-awareness is an individual's ability to analyse his or her own organizational

habits and skills (Church 1997). I believe that self-awareness and ongoing self-development
are the two essential things for a manager's success. These help managers recognise the roles
and issues in their proper management of issues and matters. Hence, Good managers should
also have an clear understanding of their own organizational attitudes, talents, feelings,
strengths and weakness. There are few important aspects of self-awareness that can
significantly impact an individual, including emotional intelligence, personal values, style of
learning and attitude towards changes (Whetted & Cameron, 2007).

Most managers fail due to poor relationship and they did not know that their outcomes were
greatly affected by their ability to inspire others because their work is mostly performed by
others. Responsibility for coping with problems that need a quick response will easily get
managers feel overwhelmed and irritated, which affects how managers and colleagues react
to each other. This emotional sensitivity allows managers to develop emotional intelligence
by identifying and managing their own emotions to prevent unnecessarily blunt interactions
and alienate the people with whom they work. Thus, emotional intelligence is an individual's
ability to maintain relationships with others, is one of the key factors of effective managers
(Miller 1999).

When meeting business goals, most of the managers are now under the circumstances of
violating their own ethical expectations or principles. Managers who are mindful of their
personal values and have a well-developed set of principles that are based on their past
experiences can always perform better and better. This is because a set of principles can
allow managers to make choices so that integrity is not undermined. For example, this may
discourage them from engaging in activities that run counter to the laws as these acts may
lead to severe consequences and eventually can cause them to end their managers’ life (Harris
& Sutton1995).
Everyone must continually learn to be effective and must focus on their own style of learning.
Holding longer learning times can help develop more successful coping skills. Our style of
learning should be balanced with understanding of our attitudes towards transition. When
managers are conscious of their own mind-set about unexpected changes, they will be able to
pick a situation they are more confident managing effectively as self-understanding is often a
factor in self-improvement and change (Kolb and Kolb 1999).

Rapid organizational developments have brought the importance of continued self-

development (Koonce 1996), a manager who is unaware of his or her blind spots would be a
workplace tragedy. Consequently, self-development may be accomplished by obtaining input
from specific individuals such as peers and making good use of input. Through listening to
input, we can better understand ourselves and thereby strengthen ourselves through
identifying specific goals and by finding ways to evaluate progress towards our objectives.
The creation may involve practical activities like building better networks or engaging in
useful workshops that build our trust. Self-development allows us to explore self-awareness,
identity and the growth of our abilities in order to meet a successful manager's requirements.

Knowledge of what other people's perceptions of me would help me grow my career. Self-
development aims to boost self-identity, talent and ability. I become more able to engage in
such activities with sufficient self-awareness when I understand the need for such a creation.
Self-development should be in progress as long as there is an sufficient understanding of
oneself. Increased self-awareness would also result in an successful self-development.
Knowing one's abilities through professional evaluations can help a person recognize one's
portfolio of competences to improve oneself and this highlights the relation between self-
consciousness and self-development. (Hicks & Peterson 1995).
.
Self-awareness often helps me to understand and manage my own emotions and, under
immense pressure or when I am expected to carry out "imp arable" tasks, I have less risk of
losing control and experiencing depression. Proper understanding of moral beliefs and growth
will improve my ethical decision-making in the future. It's important also to help me
appreciate others' differences. Only if we truly understand ourselves do we understand others
well. Unless we are deprived of self-awareness, it would not be possible for us to recognize
and treat others effectively. This is important to me in the future as I will certainly encounter
people with different style, different values and different perspective from me. Thus, In the
future this is important to me because I will definitely meet people with different types,
different beliefs and different viewpoints from me. So, if I'm to be a manager in the future, I
know how to understand myself and I will understand my colleagues by understanding how
my feelings, attitudes, and responses relate to others, and how others view me and the effect
of my conduct on others
 2. Critical Incident 1

My chosen toolkit is: Cultural Intelligence

My results for this toolkit are: Be cultural and ethical and demonstrate the willingness to
work in through communities and teams

Summary of critical incident

As I am an international student, I found several things odd when I came here to study. I
couldn't make any friends till long. I used to be silent, because I was afraid that other people
would not welcome me. During my residential weekend, we were split into groups at the
beginning of the first day. I found that, coincidentally, only British students spoke and shared
their views in the first activity, I faced a problem of interacting with other students, which
stopped me from sharing my views even though I had great knowledge and ideas in mind.

It was a challenge to blend well and open up because I wasn't sure if I would be accepted. This
was a really big issue for me. Yet I decided after that, to solve the problem and share my
thoughts. I've come to know this is because of cultural change and intellectual wisdom. So, as I
was comfortable to do so, I worked on it to get myself noticed there. It was a great learning for
me as I always got away from such circumstances. I will try to be more extrovert in groups and
to show confidence.

Critical incident reflection using self-analysis toolkit? Understanding Developed? New

Learning?
In that case, the weakest point I had was tolerance of other cultures and concern that they would
not welcome me. But I have used the Cultural Intelligence Project, which is built as an
assessment tool to help individuals determine their cultural intelligence level. I came to know
about many aspects of cultural knowledge at the end of that evaluation. This helped me to find
out where I am and what I ought to develop my personality. I have tried my best to
communicate with people from different cultural backgrounds and find it interesting to share
our culture stories as it helps me to expand my understanding of others' cultures. Then I
admitted myself by bridging the distance and interacting with others.

Implications of Learning in Future

The ability to communicate and function efficiently in culturally different contexts is measured
in cultural intelligence. Cultural Knowledge of a person depends on multiple factors and can be
reinforced in many ways. It can change based on the interactions a person has with other
cultures, their commitment and interest in learning about new cultures, as well as foreign
experiences. You may gather knowledge of other cultures through educational, family, and
work experience.

As organisations continue to grow their operations globally, it will change the working
atmosphere and there might be opportunities for me to meet people from various cultures and
ethics nationwide. I am able to interact with people from diverse cultural backgrounds with
sufficient cultural knowledge which will solve my potential social question. It also encourages
me to interact with a diverse community of people, who can offend us, if we do not understand
their context. Cultural intelligence would affect not just my own perspective on others but also
my work company's credibility if I want to serve a global organization in the future.

Critical Incident 2

My chosen toolkit is: Belbin

My results for this toolkit are: In my job, I am very skilled in planning and coordinating and I
take a certain interest in works that promote personal initiatives. However, I try to solve the
problem without understanding the root cause, spending less time solving strategic issues and
getting involved with the team.

My Belbin preferred roles: Plant, Implementer, Resource Investigator,

Completed finisher.

Summary of critical incident

Throughout Pyramid's construction session, each member of my group shared our desired
Belbin positions so that we could divide our work accordingly. We were told that there should
be someone working on the financial component, so I stated to the community that I have
basic finance knowledge and I am very keen to do the component. However, as the task
begins, my group has not divided the job accordingly and I have not been given the
opportunity to job on the finance portion. Despite of time pressure, my Instructor, was busy
getting started with the mission and declined to prepare back on the division of work so I stuck
doing what the Instructor had told me to do. Yet I feel bad, because I have not put more effort
into clarifying to the community that our division of work is not divided according to our
desired positions, in which this could be the key factor leading to failure in our group.
Critical incident reflection using self-analysis toolkit? Understanding Developed? New
Learning?
I consider myself a really strong implementer, because I wasn't upset with what had been done
and persisted with what the leader had expected, because an implementer still has a lot of self-
control and discipline. Even though I love to be interested in the part of financial calculation, I
have not insisted on doing that to prevent interference in the strategy of my Instructor which
seems to be less concerned with seeking self-interest.
In addition, as my part in a team, I fulfilled the characteristics as a plant. I shared my ideas for
implementing on mission, which we took with a secret card, and instructor asked us to tell a
story, but all began to crack the puzzle to tell a story in the given time. I was watching the
picture to solve the puzzle, then I got an idea that I was debating with the members of my team
and we arranged it in a certain time. I feel in a team that I played a big part in this game by
sharing with my idea. I feel that I am not good at Resource Investigator because I joined with
different cultural people as a team. I noticed that there was no financial history for my team
mate who is working on the calculation component and I didn't take this issue seriously. If I
were to take this problem seriously, I might address the pros and cons of this division of work
with my leader so that he can change our position to effectively complete the mission
Implications of Learning in Future
Despite the accident, I know that I have enough self-control and I have not been upset by
events that don't happen as I thought it would be. I am behaving myself and doing my best in
the role my leader is offering me. I was patient enough to perform things I don't like. Having a
leader or getting the ability to issue orders is also one of my strengths because I didn't disagree
with my boss and I didn't split the job accordingly.
This reveals my vulnerable side however, by not being bold enough to question the thoughts or
ideas of others. I didn't speak out even though I knew my leader's questions of guidance and
ideas. I lose confidence in speaking out clearly when I find that there is a issue within the
community because I am afraid that my idea will be ignored.

I see how critical it is how the position of choice of every individual influences the outcome of
a job. I recognize my own preferred position well and will take it with me in the future when I
feel that I will be more committed to engaging in activities I enjoy. I do understand how one's
actions or choices are influencing the outcome. If I'd speak to my team leader slowly and
persuasively, we might turn things over. I may meet more shapers in the future who are violent
and with little interpersonal awareness have strong push. I should retain my self-control in the
situation and learn to be more convincing in delivering my message to others without being
hesitant to focus on the points I believe are right, and I will seek to deliver the message to them
simply enough that they can take into account the concerns that I have posed.
Conclusion

The critical analysis performed in this study using effective toolkits such as cultural
intelligence and Belbin gave me some opportunities to educate about my strengths and
weaknesses. It is important to analyze both strategies and goals, so that they can be applied
productively in the future. The positives of the first critical event provide a chance to conquer
my fear of being involved and immersed in foreign cultures.

The issue in this situation was due to fear of not to be accepted.But the power lies in learning,
understanding, communicating. Cultural Intelligence is a vital skill that improves the
performance of an person in cross-cultural environments and can grow and evolve over time
(Ward, and Watts, 2009). Cultural Intelligence is very helpful in demonstrating the ways in
which people can continue to cooperate in circumstances where cultural differences occur
(Earley, and Ang, 2003). Through enhancing my cultural understanding, I can now
communicate with various people around me. The cultural knowledge is also very important
to me for future growth. It'll improve my productivity and lead me towards success (Linstead,
Fulop, and Lilley, 2008).

In the second critical incidence, I used the Belbin Team Roles define strengths and
limitations in the group in terms of individual behaviour. Belbin definition says team
members have various abilities (intelligence, competencies, expertise, and experience).
This toolkit taught me that the sensitive should be socially focused. Teammates are most
helpful. They're sociable and they care about others. They have a great ability to adapt to
various people and circumstances (Earley, and Ang, 2003). They're very diplomatic. Great
listeners, and the community is usually well known. Perform poorly under pressure, or in
confrontational circumstances. All team members should collaborate with others; contact
should not trigger any difference (Ward, and Watts, 2009). I learned that all members of the
team should be treated fairly, without any prejudice based on culture, ethnicity, skills and
abilities.

3.Conclusion

Ultimately, this research gave me an efficient chance to consider my temperament as a

leader's strengths and weaknesses. This study helped me to become aware of myself and to
develop a ongoing growth strategy. I think the findings of this study along with the goals
built will definitely add value to my cultural skills in order to be a effective leader in the
future.
4.References