We recently caught up with Jennie Drimmer, Chief Revenue Officer at Thomas, to chat about why self-awareness is so crucial for effective leadership and team dynamics. Jennie shares her thoughts on how self-awareness can enhance your leadership style, boost team performance, and offers practical strategies for becoming more self-aware.
Why is self-awareness important in the workplace, especially for leaders and managers?
For me, self-awareness is the cornerstone of effective leadership and building strong teams with effective interpersonal relationships. When I understand my own behaviour and emotional triggers, I can manage my team with greater empathy and clarity. Without self-awareness, it's easy to fall into the trap of assuming everyone shares your perspective, which can lead to misunderstandings and conflicts.
I've seen how many managers feel uneasy in their roles and how many employees feel undervalued – even Gartner recently highlighted that 1 in 2 employees feel their manager doesn’t treat them with fairness or empathy. This makes self-awareness even more crucial. By truly understanding myself, I can better navigate these challenges, fostering a more supportive and harmonious work environment. On a personal note, I practice mindfulness as well, which further supports this practice.
In what ways does self-awareness contribute to your ability to lead and motivate your sales team?
Self-awareness plays a huge role in how I lead and motivate my sales team. It allows me to embrace my own imperfections and foster a culture of collaboration and growth. Recognizing that you don’t have all the answers as a leader, and are capable of making mistakes, creates an environment where feedback and new ideas are encouraged. This approach aligns with the idea of having "strong opinions loosely held," which means being open to different perspectives.
Self-awareness helps in breaking down hierarchical barriers, making it clear that leadership isn’t about being right all the time but about empowering and listening to your team. By acknowledging and valuing the diverse strengths of team members, leaders can create a more dynamic and engaged sales force. This not only motivates but also enhances overall performance by leveraging everyone's unique contributions.
What are some practical steps or tools that employees can use to enhance their self-awareness?
One effective approach to enhance self-awareness is to enter conversations well-prepared, using personal insights like those provided by Thomas profiles to understand the nuances of each team member better. For instance, during performance reviews, these profiles help me tailor my interactions and approach more effectively.
Additionally, leveraging AI tools for feedback and coaching can be incredibly valuable. These tools can provide specific guidance on delivering feedback or navigating difficult conversations, helping us improve our approach and build stronger relationships. By integrating these methods, we can develop deeper self-awareness, benefiting both our personal growth and professional interactions.
How do you foster self-awareness within your revenue teams to improve performance and collaboration?
Fostering self-awareness within revenue teams starts with creating an environment where team members genuinely connect and support each other. It's not just about operational tasks but also about building personal relationships. One of my proudest achievements has been developing a cohesive revenue leadership team that blends long-standing members with newer additions. By nurturing these personal bonds we've strengthened our team's unity and collaboration. You should have seen the friendly banter on WhatsApp during the World Cup between our UK and Dutch team members!
Additionally, understanding that salespeople are naturally expressive and thrive on connection is key. Isolating them with only tasks and deadlines can hinder their performance and morale. Encouraging open communication and personal interaction helps build a stronger, more collaborative team, which in turn enhances overall performance and job satisfaction. Ultimately work needs to be enjoyable for all of us where you can show up as your whole self and also have fun.
What advice would you give to leaders on avoiding common self-awareness pitfalls in their roles?
To avoid common self-awareness pitfalls, I believe leaders should actively seek and embrace feedback. A major pitfall is not asking for feedback frequently enough, which limits opportunities for growth. Consistently requesting feedback from both peers and direct reports helps build a two-way feedback loop, fostering greater empathy and self-awareness. It also shows vulnerability, letting our teams see that we don’t have all the answers and make mistakes too.
Being vulnerable doesn’t mean oversharing personal stories; it’s about acknowledging that we’re all works in progress. This openness not only humanizes us but also encourages our team to adopt a similar approach, creating a more inclusive and supportive work environment.
Embracing self-awareness can truly elevate your leadership and team dynamics. By understanding your own strengths, weaknesses, and impact on others, you foster a more supportive and effective work environment. To support your journey, solutions like Perform from Thomas can provide valuable insights into your behaviour and interactions, helping you develop greater self-awareness.
If you’d like more information on how Thomas can support you with self-awareness, get in touch so we can show you how it all works.
