Understanding Human Behavior is critical to organizations - discuss the benefits of self evaluation/self assessment as it related to leaders today. Self-evaluation or “self-leadership” (Runn, 2011) forms a critical part of a leaders repertoire and some key blocks of the foundation for this persons leadership. If someone can ultimately say that they fully understand themselves, they will find it much easier to understand others around them. Self-evaluation is an ongoing activity that leaders must use to identify their strength and weakness to work towards of improvement. Kaplan (Kaplan, Robert S.;, 2007) in his experience has learned that the key characteristic of highly successful leaders is not that they figure out how to always stay on course, but that they recognize a deteriorating situation and get back on track as quick as possible. Self-assessment and self-evaluation help managers and leader to get back on track working of the weak area and empowering their strength. Leader often lack to receive feedback, therefore they must find way to evaluate themselves. Holmes (Holmes, 2012) identifies nine areas that a leader should focus and they are critical of a high performance work environment and enables people to perform at their best. The areas are:
1. Providing direction
2. Problem solving/Decision making
4. Team involvement and Communication
6. Interpersonal skills
7. Culture building
9. Personal Power
These areas are fundamental in achieving the good results, establish vision and communicate it to the subordinate. In an organization vision and goal are sat and when they are not correctly communicated subordinate becomes demotivated and uncommitted. A leader should always communicate effectively his and organizational vision, give feedback and have continuous coaching. Kaplan (Kaplan, Robert S.;, 2007) argues that leaders often fail to coach employees in a direct and timely fashion and, instead wait until the year-end review. Leader avoiding coaching and giving effective feedback can have unpleasant surprise and can undermine effective professional development. Robbins & Judge (2010) argue asking whether it is actually possible for individuals to be their own leader. Coveys, in his book the 7 habits of highly effective people, describe the way people can improve their actions to be highly successful. Leaders needs to have a high emotional intelligence and Goleman (Goleman, 2000) defines the emotional intelligence has the ability to manage ourselves and our relationship effectively. In my experience, we often don’t lead but we manage and being driven focusing on the say-to-day jobs. When I was assigned to a project my priority were to have the work done and pushing on subordinates to obtain the results without clearly envision and coaching them. Being involved in day to day activity, leaders are managed by these activities often becoming the subordinate of their subordinate as explain in monkey management instead of delegating responsibilities. In today organization, leaders are coping with fast changes and they need to adapt and apply them. Self-assessment will drive them to be open to change and also evaluate their weakness to be successful. Most of the Fortune 500 has been implementing the self-assessment and evaluation. The question is the efficacy of the self-assessment and self-evaluation. It is a personal change and often leader are not open to it. Knowing the personal weakness helps in making a paradigm shift but these changes are hard to be applied because they require going out of the comfort zone. People resist changes and struggle with this idea, especially when they are having low esteem, un-secureness. They see these weakness has negative and instead of working out...