The Secret Sauce to a Great Workplace: Self-Awareness

In this issue…

• The Secret Sauce to a Great Workplace: Self-Awareness - by Tim Hagen

• Extra Insights: High Performance Manager Guide to 1:1s - by Jill Avey

• Weekly Motivation Boost: Revolutionary Innovations Propelling Growth - by Matt Banholzer & Rebecca Doherty, McKinsey

  Action for the Week: Review Your Team’s Development Goals

• Together with the Morning Brew: Business news for busy professionals

🎯 EXPERT OF THE WEEK

The Secret Sauce to a Great Workplace: Self-Awareness

By Tim Hagen

Listen to this article in an audio-format here if you prefer.

What makes a workplace truly great? Is it free coffee, flexible hours or a ping-pong table in the breakroom? While those perks might make a workplace enjoyable, they don’t necessarily create an environment where people thrive.

The real secret to a high-performing, engaged and cohesive workplace is self-awareness. When people are self-aware, they work better together. They communicate more effectively, accept feedback more openly and continuously seek improvement. Without self-awareness, misunderstandings increase, accountability decreases and teamwork suffers.

Yet, self-awareness is rarer than most people think. According to organizational psychologist Tasha Eurich, in her book Insight, 85% of people significantly lack self-awareness. In her research, 95% of people claimed to be self-aware, but when tested, only 10% truly were. This gap—between how we perceive ourselves and reality—leads to conflicts, poor decision-making and resistance to growth.

How can organizations develop self-awareness in their employees? It starts with asking the right questions.

Start with these three powerful questions to drive self-awareness and continuous learning:

#1: What did you specifically learn?

Encourage employees to reflect on their experiences—whether it's a training session, a book or a workplace challenge. The key here is the word specifically. Instead of vague responses like “I learned a lot,” push for clear takeaways:

✔ What was the most eye-opening insight?

✔ How will this new knowledge impact your work?

When people articulate what they’ve learned, they internalize it more effectively, leading to meaningful change.

#2: What did you learn about yourself that you’re positively committed to improving?

This question shifts the focus inward. It’s easy to learn facts or strategies, but true growth comes from recognizing how we operate—our strengths, blind spots and habits.

✔ What did this experience reveal about how you think or act?

✔ What’s one personal behavior or mindset you’re committed to improving?

This is about taking ownership of their own development, which over time helps build and support a culture of continuous learning.

#3: Based on what you learned, what positive steps will you take moving forward?

Self-awareness without action is meaningless. This final question transforms insights into concrete steps.

✔ What will you do differently?

✔ How will you hold yourself accountable?

When employees consistently reflect and act on their learning, they become more adaptable. They also become less defensive and are better equipped to navigate challenges.

Why Self-Awareness Transforms Workplaces

When teams consist of self-aware individuals, the organization benefits in several ways:

• Stronger collaboration - People understand their own communication styles and how they impact others.

• Less resistance to feedback - Employees are open to constructive criticism and use it to grow.

• Higher engagement - Individuals take ownership of their work and contribute meaningfully.

• Better decision-making - Self-aware teams assess situations objectively, reducing emotional reactions and bias.

Building a Great Workplace Starts with the Individual

Organizations often conduct engagement surveys to improve workplace culture, and while these are valuable, they don’t address personal development at an individual level. A great workplace isn’t built through policies alone—it’s built when individuals improve themselves. When employees embrace self-awareness, they elevate not just their own performance but also the entire organization. The key to lasting workplace success isn’t found in external perks—it’s found within each person’s willingness to grow, learn and evolve. So, if you want a stronger team, a better culture, and a thriving workplace, start with self-awareness—one person at a time.

💡EXTRA INSIGHTS

High Performance Manager Guide to 1:1’s

From Jill Avey

Jill Avey provided a fantastic guide for leaders on effective 1-on-1’s, along with questions that build trust, and signs you 1:1s need a reset.

Click on the infographic below to read the full post.

🏅WEEKLY MOTIVATION BOOST

Revolutionary Innovations Propelling Growth - by Matt Banholzer & Rebecca Doherty, McKinsey & Company

15-minute read - Click on the image below to read the interactive article.

🏃🏽‍♀️Action for the Week

Take a Moment To Review Development Goals

Speaking of more effective 1:1’s, review 2 team member’s development goals. Sit down with them individually to discuss and clarify those goals. Amend them if they’ve changed. Help them set a clear path to achieve them with measurable steps.

Check in with them to see how you can support them in reaching those goals. Remember to listen more than you speak.

For those with more than 2 members on your team, make sure you visit with everyone individually this month to review those development goals.

💎 TOGETHER WITH THE MORNING BREW

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