Emphatically, personal development is an essential prerequisite for a successful manager. The cited development involves encountering myriad learning. In the world today, innumerable managers encounter distinct challenges in the execution of their functions. The mentioned challenges often occur due to their devoid of adequate self-awareness coupled with limited continuous self-development. The cited attributes often require a lot of patience and dedication to achieve. Notably, managers who extraordinarily exhibit the mentioned attributes often experience a wide range of success. The suggested success habitually relates to the organization mission and objectives. The paper endeavors to extrapolate on how self-awareness and continuous self-development would help an individual to fulfill the role as a successful manager in the future.Self-Awareness.
Typically, self-awareness connotes to the vivid comprehension of an individual’s desires, behaviors, emotions and private thoughts. Self-awareness aims at critically establishing the effect of the cited items on both the individual and the people around the person. The more an individual knows about self, the better the assumption of life characteristics that suits the needs. Categorically, in fulfilling the role as a successful manager self-awareness is often essential. Initially, in order to be critically self-aware, an individual ought to pay much attention to what he/she does and the manner in which the actions get done (Rothstein & Burke, 2010). The mentioned attention would significantly assist a manager in evaluating the best practices, thus leading to efficient execution of duties in yielding success.
Additionally, regular introspection would enable and individual to acquire knowledge of handling other people, coupled with the exercising of empathy. A manager, for instance, would determine how to handle the employees while at the same time coping up with related work frustrations. Through proper employee treatment and ability to handle one's emotions, performance in the organization would get elevated. The mentioned, would, thereby, lead to significant success of the manager. Also by exhibiting an open mind, a manager would be critically self-aware (DuBrin, 2012). The cited open mind would enable a manager to operate without bias towards employees. Through an ensured equality from the manager, employees would feel acknowledged and valued. The acknowledgment and value of employees would lead to a dedicated performance; hence, success would get realized.
Self-awareness would often promote an individual’s emotional intelligence. Through possession of emotional intelligence, a manager would establish how to handle work-related complications and turbulence with ease. The cited would undoubtedly, lead to the success of a particular manager. Self-awareness would assist a manager in knowing how to handle individuals who despise him/her and, thereby, strive to build trust and proper relationship (Hinton, 2008). In order to handle the situation of spitefulness, a self-aware manager would possess a truthful understanding coupled with a superior insight towards the particular behavior. The cited attributes would enable a manager to handle the spiteful employees appropriately without interfering with organizational activities, thus, leading proper performance geared towards successSelf development
Self-development connotes to an individual’s critical analysis of the contemporary situation and needs, thereby, setting goals and establishing an action plan. Often, goals towards self-development ought to involve specific, measurable and achievable goals, coupled with adequate relevance and time limit of the cited goals. Notably, in self-development the individual responsibility defines the process whilst receiving support from the specified organization. The success of the future manager significantly relies on the attributes acquired during the development. Through self-development, an individual often acquire an outstanding leadership skill such as planning and organizing (Hawkins, 2009). Due to proper planning and organizing skills acquired, a manager would be able to make effective and efficient decisions in executing responsibilities. The cited would probably lead to distinct performance, thereby, eventually prompting to the success of the organization.
Self-development would significantly assist an individual in acknowledging mistakes. Acknowledgment of mistakes would enable a manager to evaluate the best remedies and practices. Consequently, by evaluating the desired remedies and practices, a manager would be able to establish creative and innovative skills. The cited innovation, and creativity would provide myriad strategies of performance (Rickets & Ricketts, 2010). The mentioned would most importantly lead to the success of a manager because he/she would execute duties diligently with new strategies to become successful. Additionally, self-development often assists a manager in extracting operational needs. Through a proper comprehension of operational needs, a manager would be able to plan appropriately for the organization. Appropriate planning would lead to a successful manager (London & Smither, 1999).
Typically, self-development of a manager would enable the mentioned manager to expect and value continuous advancements of employees. Also, the manager would provide a chance for learning of the employees. The mentioned would promote a healthy safe employee-manager relationship that is essential for the success of the manager (Gido & Clements, 2014). In addition, self-development would enable a manager to provide effective coaching coupled with mentoring of the workers. Through mentorship and coaching, employees would gain an insight of what gets expected of them. Therefore, they would diligently accomplish their duties. Consequently, the manager being the source of mentorship and coaching would be successful in the specified line of duty.
References
DuBrin, A. (2012). Leadership: Research Findings, Practice, and Skills.USA: Cengage Learning.
Gido, J., & Clements, J. (2014). Successful Project Management. Belmon, CA: Cengage Learning.
Hawkins, M. (2009). Activating Your Ambition: A Guide to Coaching the Best Out of Yourself and Others. Dallas: Mike Hawkins.
Hinton, L. (2008). The Role of Leader Self-awareness in Building Trust and Improving Student Learning. USA: ProQuest.
London, M., & Smither, J. W. (1999). Empowered self-development and continuous learning. Human Resource Management, 38, 3-15.
Rickets, C., & Ricketts, J. (2010). Leadership: Personal Development and Career Success. USA: Cengage Learning.
Rothstein, M. G., & Burke, R. J. (2010). Self-management and Leadership Development. United Kingdom: Edward Elgar Publishing.
