When it comes to holding people accountable, many managers fear the worst: A difficult conversation that escalates stress and damages relationships. In leadership development, we often see that highly skilled technical experts are promoted to managerial roles without adequate preparation for people management. This lack of preparation often leads to a gap in self-awareness—especially around how these leaders interact with their teams and manage relationships.

Self-awareness is crucial for managing teams effectively. It enables leaders to objectively evaluate their behavior, recognise their emotional triggers, and adjust their actions accordingly. Without it, aligning behavior with values—such as fostering trust and respect—becomes difficult. A manager might say they want to lead with respect, but if they aren’t aware of when they’re being dismissive or impatient, those values don’t translate into their leadership style.

Emotional intelligence, which is grounded in empathy, is another key component of self-awareness. Managing people isn't just about tasks and paperwork; it's about understanding the dynamics of human behavior. Leaders who understand their own behavior are better equipped to understand why others behave the way they do, which can enhance team dynamics.

While most leaders believe they possess self-awareness, few have been taught how to develop it. There are two useful tools to begin this journey:

1. Self-assessment questionnaires: Tools like CliftonStrengths offer insights into your preferred talents and behaviors. These assessments don’t define who you are, but they consolidate what you already know about yourself into a clear profile. This helps in understanding how your strengths shape your leadership style.

2. Understanding your leadership style: Consider the following questions:

• Are you visionary or practical?
• Do you prefer to tell or ask?
• Is your focus on tasks or people?
• Do you emphasize individual success or team achievements?

Answering these questions provides deeper insight into how you lead and how your team perceives you. Combining these reflections with a strengths assessment offers a well-rounded view of your leadership approach.

Accountability often gets reduced to addressing a singular issue, but effective management looks at how individual problems interact with the broader team dynamics. Everyone brings different strengths, values, and emotional triggers to the table, and these constantly impact how we work together.

By understanding your own leadership style, recognising how you influence your team, and making necessary adjustments, you can foster a culture of accountability that strengthens the entire organisation.

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