The Leader Mindset #14

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You’re Not as Self-Aware as You Think — What You Can Do About It

Would you be surprised to learn that only 10–15% of people are truly self-aware, while 95% believe they are? That’s according to organizational psychologist Tasha Eurich. When I first heard these numbers, I thought they were wrong, but they are not! This gap should serve as a leadership wake-up call.

We’ve all seen it—a leader who doesn’t recognize their own impact, ignores feedback, or misjudges situations. Here’s what tends to happen when self-awareness is absent:

• Poor decision-making rooted in unchecked biases or emotional reactivity

• Strained relationships due to defensiveness, miscommunication, or ego

• Inconsistent performance from blind spots and misaligned priorities

• Low resilience under pressure, often reacting instead of responding

• Increased stress and burnout, both for the leader and their team

Research has shown a connection between leader self-awareness and stronger team performance, as well as higher leadership effectiveness. Self-aware leaders are coachable, authentic, and adaptable, traits that build trust and deliver lasting impact.

The Hidden Barriers to Self-Awareness

Building self-awareness is challenging—if it weren’t, more than 15% of people would have mastered it. We move through our daily lives often blind to our flaws, misjudging our strengths—either overestimating or underestimating them. Sometimes we choose to look away, because honest feedback can sting, triggering a fight-or-flight reflex. And when reflection lacks structure, it can spiral into self-doubt or overthinking.

Yet with intentional effort, any leader can transform self-awareness into a powerful advantage.

How to Build Self-Awareness That Drives Results

1. Reflect with Purpose

You’ve likely been told that reflection is critical, but few leaders build it into their routine. Start small. Dedicate 10–15 minutes each day to journaling using targeted prompts. Be honest. Focus on both what’s working and what isn’t, and keep your reflections action-oriented, not self-critical.

Try questions like:

• What emotions shaped my decisions today?

• How did my actions affect my team?

• What assumptions might I be wrong about?

2. Seek Advice, Not Just Feedback

Self-awareness deepens when we understand how others perceive us. Feedback is the bridge between how we see ourselves and how we actually show up. Unfortunately, feedback is often vague: “You could be more collaborative.” What do you do with that?

Instead, ask for specific advice. Try:

“What’s one way I can run meetings more inclusively?”

This invites actionable input. People are more comfortable giving advice than criticism.

Also, use tools like 360-degree assessments to gather diverse perspectives in a safe, structured way. After receiving your feedback, select one theme and request advice on how to improve it. This turns passive input into proactive development.

(On a side note: When was the last time you received a 360? If you are a leader and it's been more than two years, you’re missing vital insights.)

3. Use Objective Assessments

Validated assessment tools (e.g., StrengthsFinder, DISC, Hogan) offer a data-driven perspective on your traits and tendencies. Personally, I’m partial to the Hogan Personality Inventory as it’s extensively researched and appropriate for leaders.

Take one assessment, then discuss your results with a coach or mentor to identify blind spots. These tools provide a shared language for often difficult-to-express characteristics, helping you gain objectivity.

4. Track Decisions and Learn

Peter Drucker famously advised: write down your expectations when making a key decision, along with your reasoning. Revisit that decision months later. Did it play out as expected? Why or why not?

This practice—called feedback analysis—exposes patterns (like consistent over-optimism on timelines) and helps you avoid the trap of rewriting history. Use a notebook or app to log decisions and review quarterly. You’ll sharpen your thinking and improve your accuracy over time.

Turning Self-Awareness Into Action

Self-awareness is the spark, but self-improvement is the fire. Insight without action doesn’t change anything. Here's how to turn your awareness into momentum:

Craft a development plan: Pick one insight (e.g., dominating meetings). Set a goal (e.g., listen more actively), outline 1–2 behaviors (e.g., ask more open-ended questions), and commit to a timeline. Documenting your plan is critical.

Build a complementary team: Know your “superpowers” and your “kryptonite.” Then, recruit or develop team members who balance your weaknesses. A visionary paired with a detail-oriented executor is a classic example of powerful complementarity.

Commit to intellectual honesty: Acknowledge your growth areas and share them with someone you trust. For example:

“I’m working on delegating more effectively can you check in with me in two weeks?”

Track progress weekly and adapt as needed.

Your Leadership Challenge: Act Now

Self-awareness isn’t a luxury; it’s a leadership advantage. It takes courage, humility, and action. Don’t settle for thinking you’re self-aware—prove it.

This week, choose just one strategy:

• Journal one new insight

• Ask a trusted peer for advice

• Start a simple development plan

Then, share your commitment with someone who will hold you accountable. Small steps, taken consistently, drive exponential growth.

Your team, your culture, and your legacy depend on the leader you become.

Start today.

Want to take the Hogan, complete a 360, or talk to a coach? reach out to me directly.

[email protected]

Free Resouces

Ready to move from self-awareness to self-improvement? Use the development plan template below.

Andy Noon, PhD

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Andy