Self-management is an essential part of the operations and development of organisations. Today’s organisations expect managers and employees to be able to manage themselves and their tasks effectively. Self-management is an internal process that encourages active organizational development while fostering employee engagement. Changes in the environment, increasing knowledge and growing pressure are further emphasizing the importance of self-management. The goal of self-management is to emphasize internal resources so that people are able to influence, motivate and guide both themselves and others (Van Zyl, Mokuane & Petrus 2017, 89). I have no previous experience in leadership, but currently, as a coordinator, I find that self-management is emphasized in my work. Self-leadership is also needed in leisure time, so leadership inevitably becomes an experience in different aspects of life.
So what kind of leader am I? I started my reflection on self-management, because I believe it is the basis of leadership. To lead others, you must first know how to lead yourself. Self-awareness is at the core of leadership. I set out to reflect on myself through two different tests; the course’s own test related to transformational leadership and Neris Analytics’ personality test (Neris Analytics 2024a).
In the transformative leadership test, I found that I often implemented the typical practices of this type of leadership. In my team, I find that I encourage open discussion, which leads to an understanding of the strengths and needs of team members. I think our team is effective and we work with our strengths. Our strengths define the responsibilities of our work. I am able to inspire others because I am creative and courageous. Knowledge of the team creates a safe work community as well as trust. I often feel I am in a safe work community, which helps me to have open discussions and express my opinions. These elements support leadership in general.
According to the personality test, I am an executive person. I think I am extroverted, analytical and assertive as personality test said. According to the test, the strengths of an executive personality are strong will, honesty, loyalty, patience, good organisational skills and commitment. I am seen as reliable, which I believe is partly due to my dedication to my work. I think that these characteristics are also strengths of a good leader. When I take action according to the plan, I do it carefully and efficiently. Efficiency, especially in working life, is an important value for me. (Neris Analytics 2024b).
According to the personality test, executive personalities do not hesitate to take on more difficult projects and are ready to improve the action plan if it is necessary to achieve the goal. Change is challenging and stressful for me, but I have tried to adapt to change by being proactive and recognising my emotions. Chopping goals into smaller ones also helps in change situations. These skills are important for a leader to achieve the desired outcomes. For example, Eisenhower’s matrix can be used to support pre-emptive prioritization. Eisenhower’s Matrix is a tool that helps you decide what to do first by sorting tasks into four groups. By using this matrix, you can prioritize your tasks more effectively, focusing on what really matters and avoiding getting bogged down by distractions. (Asana 2024.)
The test result on judgement seemed strange at first. When I read its deeper meaning, I recognised myself in the description. I value honesty and fairness. Since fairness is relevant to the executive persona, I show my disappointment if I detect dishonesty or laziness in my team, for example. Showing disappointment can appear as inflexibility or as a direct expression of things that I need to pay attention to. I also tend to do a lot of things myself, and often don’t remember to share tasks between my team. Improving my skills in this area would be important for my well-being at work. Sharing tasks among the team improves the working atmosphere and shows team members that their efforts and skills are valued.These in turn increase motivation and commitment to work. (Neris Analytics 2024b).
A sustainable approach to self-development is Carol Dweck’s (2017) “growth mindset”, which focuses on successes rather than failures. While studying children’s behavior, he formed two theories; the theories of growth and immutability, of which growth theory sees practice as linked to strength, achievement, and commitment. The plasticity of the brain indicates that it is possible for a person to practice and renew neural connections. Successes and their repetition increase efficiency and well-being and help shape beliefs in a more positive direction. (Mindsetworks 2017).
References
Asana 2024. The Eisenhower Matrix: How to prioritize your to-do list. January 29th, 2024. Article. https://asana.com/resources/eisenhower-matrix. Accessed: 05.05.2024.
Mindsetworks 2017. Decades of Scientific Research that Started a Growth Mindset Revolution. Website. https://www.mindsetworks.com/science/. Accessed: 21.04.2024.
Neris Analytics 2024a. Free Personality Test. Website. https://www.16personalities.com/free-personality-test. Accessed: 21.04.2024.
Neris Analytics 2024b. Executive ESTJ Personality. Website. https://www.16personalities.com/estj-strengths-and-weaknesses. Accessed: 22.04.2024.
Van Zyll, Ebben Stegman, Mokuane Motselisi & Petrus, Nel 2017. The effect of work stress and emotional intelligence on self-leadership among nurses in leadership positions in the Lesotho Ministry of healht and social welfare. Africa Journal of Nursing & Midwifery 19 (1), 88-104. https://doi.org/10.25159/2520-5293/613. Accessed: 15.04.2024.