Tag Archives: self-awareness

Self-Esteem, Self-Image, and Projection

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By: Angie Falls

On my path of self-discovery I did some research on the topic Self. To better understand this I would like to share the below methodology.

The Johari window is a technique that helps people better understand their relationship with themselves and others. It was created by psychologists Joseph Luft (1916–2014) and Harrington Ingham (1916–1995) in 1955.

To further analyze it is necessary to properly define Self-Esteem, Self-Image, and Projection.

What Is Self-Esteem, Self-Image, and Projection?

Self-esteemis the opinion you have of yourself and your perception on your value as a person. Low (negative) self-esteem can cause people to be negative, lack motivation, and be moody. Those with higher (positive) self-esteem like themselves, so they expect others to like them, too. They don’t harshly judge themselves and are comfortable with who they are. Continue reading

Lindsay’s In Business: PART 62: Momentum and Learning

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What happens when you realise your path is entrepreneurship rather than employment? Lindsay takes up the challenge and shares an account of her journey as it unfolds…

The Netherlands

On Friday 14 December, we discovered that some reports we had produced for an EU organization in Berlin were incorrect.  The reports were out of our normal scope, and created at the client’s request, for 15 managers based on ratings given to these four statements by people in their teams:

  • My manager sets clear goals and objectives
  • My manager is available to help with problems
  • My manager initiates discussions on progress
  • My manager provides feedback and direction as needed

This is part of a section of our work that looks at factors of team effectiveness that are mainly outside of the control of the team members themselves.

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Lindsay’s In Business PART 61: All things to all people – stupid me 

What happens when you realise your path is entrepreneurship rather than employment? Lindsay takes up the challenge and shares an account of her journey as it unfolds…

I’m back in London and sitting in a café bar with my Business Development Director. We’re soon to meet a well-connected, very insightful contact he’s set up for me. We talk for the first time about the misalignment bonanza between us over the past months.

I realise now that he had held back from opening up his network to Mirror Mirror because the proposition just isn’t right.  It’s not something he feels he can sell. I don’t know how far that was conscious or unconscious, but while I’d been super task and delivery focused with the plan to revamp and sell sell sell, he’d been more people and impact focused. I’d lost trust with him way too quickly and he’d lost the communication with me way too quickly.

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Lindsay’s In Business: PART 60: 2019 Anchors 

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What happens when you realise your path is entrepreneurship rather than employment? Lindsay takes up the challenge and shares an account of her journey as it unfolds…

So now I’m delivering Mirror Mirror for 22 teams within the next 4 weeks.  Fair enough it’s only 2 clients who are coincidentally running multiteam workshops, but there are other likely clients in the pipeline and I feel like I’m in an ENTIRELY different world.

My brain is full of learnings, planning, and preparations for clients.  I’m drawing on my extended freelance team to customize questions and design new reports. I’m orchestrating a chain of actions and briefings that will guide each team through the Mirror Mirror process in a way that makes the most sense and adds the most value.

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Lindsay’s In Business: PART 55. An emotional journey

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What happens when you realise your path is entrepreneurship rather than employment? Lindsay takes up the challenge and shares an account of her journey as it unfolds…

It’s getting so exciting because the idea I last blogged about, to launch a free online team effectiveness test, is going to happen and who knows where it will lead! We aim to launch it in October and run it for 10 months. I’m going to get it promoted ALL OVER social media and it will disrupt the ‘command and control’ leaders when their team members initiate this without their knowledge. It could just generate some interesting leads and data – it could catch on, become shared, and reach our goal of 1,000 participating teams. Great PR stories to come!

It’s getting exciting because a prestigious management school has asked me to run a short version of Mirror Mirror for 100 of their students to teach them about teamwork and leadership, and to help them in innovation challenges with leading global organizations.

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Be “You-Er”; Lead Like You Do

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by Anja Uitdehaag

All things being equal, people will work with people they like. All things not being equal, they still will – John C. Maxwell

Let me start with a question:

In Business or elsewhere in your life, think about times when you tried to be something you weren’t to impress others or gain acceptance. What did that experience teach you? Why do you think you fell into it?

It is tempting for women who report primarily to men to believe they have to copy-paste men’s management, leadership and interpersonal styles. They adhere to many of the “rules of conduct” that spelled success for men.

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LIKED ENOUGH

IMG_0057Steve Jobs once said, “If you want to make everyone happy, don’t be a leader, sell ice cream”.

The qualities we tend to like in women (modesty, humility) are not the qualities that get professional recognition. Qualities we tend to like in men (self-confidence, assertiveness, asking directly for what you want) are the same qualities we uphold in the business world.

Caring too much about what others think of you stifles your ability to take risks and disrupts your social satisfaction. While you can’t control what other people think of you, you can control what you think of yourself and how you respond towards those who judge you.

People you work with do not need to like you.

People you work with need to respect you.

Strong leaders treat everyone well, but their actions are focused on the organization’s mission, vision, and goals rather than getting everyone to like them.

Be comfortable with the fact that not everyone will like you at work, in your neighborhood, and in your community activities; they never will.

Jesus, Gandhi, and Mother Teresa weren’t liked by everyone. So how can you and I possibly expect to attain 100% adoration? If we try to achieve that, we’ll bend and flex so much no one will know what we stand for – including ourselves. Be true to yourself and your values. It’s important that YOU like yourself and what you stand for. When that happens, others will stand with you.

Liz Weber

Your story, our platform: If you’ve got a story and would like to share it with other Femflectors, please let us know. Femflection is all about transferring learnings to help others, be they big or subtle. We want to connect with your feelings, your learnings, your reflections or your hopes for the future – in blog or interview format. Express yourself here. Get in touch with us via anja.uitdehaag@femflection.com

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It is Great to Know You don’t Know ….

IMG_0044Admitting you don’t know something could be seen as a sign of weakness. What do you do?

First of all relax.

Don’t stress about it.

You don’t come into the job knowing all there is to know about everything.

No matter what is your day to day work, it’s absolutely normal not to know everything. You’ll keep your credibility by saying, “I don’t know, but I’ll check for the answer”, than trying to answers with information you aren’t sure.

MORE IMPORTANTLY:

You probably know those people who are sure they know everything because they think they’ve seen it all and done it all. They’ve stopped learning.

They believe they’ve accumulated enough knowledge. They are afraid of learning something new because that causes them to call into question the absolute validity of their experiences and knowledge.

However, in todays’ fast changing world it is impossible to know everything.

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LEARNING TO DELEGATE

IMG_0049As women, we are not naturals at delegating – while often men are.

Maybe it is due to our genes, hormones or just our ability to multi-task, but for most of us it is easy to go into overdrive. We tend to slip into the responsibility mode all too easy.

And still we tend to think that “delegating” equals asking for help because we are not able to do something, when for most men it means a sign of leadership.

Most of us, still feel this need to show that we are able to do everything ourselves to avoid being perceived as weak.

Our lives might be so much easier and less stressed if we could let take someone else take some of the burden.

Sharing tasks allows you to focus on the things that you need and want to do, rather than extra work that just needs to get done.

Delegating to others is not only helpful, it’s crucial to your success. As you advance in your career and begin taking on larger and larger projects, you won’t be able to juggle all of your responsibilities and keep up with a high standard of work, too.

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The power of TRUST – trust in the workplace.

Trust

By: Angie Falls

While reflecting on the day during the weekend I could not help myself to pick up my mobile phone and check the office mail. The first glimpse was an email from my new manager. She turned out to be a micromanager who can’t function without being part of everything on a very detailed level. It is so exhausting and it drains all my energy.

I wondered why this was the case. What could I do to make it a more agreeable situation and work relation? I feel that one of the most important things a manager can do is to trust team members.

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