ckm-mod-one

8/14/2019 CKM-Mod-One

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Module-1

Personal Change


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Personal Change

Self awareness

Self analysis

Self esteem

Self efficacy


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Self Analysis

Personal SWOT analysis

Self analysis has to do with analyzing oneself,

when an individual understand himself the

change process becomes easier andcomfortable.

Suitable aptitude.

Capable of handling roles and responsibility.Stress tolerance level


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SELF AWARENESS

When you know who you are, you may

have to change; and some people just

do not want to change because

changing demands effort!Self-awareness requires honesty and

courage ... to get in touch with what we

are thinking and feeling and to face the

truth about ourselves.


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Aptitude for a given job

Handling various job & responsibilities

What motivates & drains ones energyOnes stress tolerance level

-analysis of ones meaningful

relationship with others


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Self-awareness

Knowing your own strengths, limitations,needs, values, biases, skills, trust radius,intentionality, pressures, resilience, internalsignals, etc.

Emotional self-awareness: recognizingemotions and their effects

Accurate self-assessment: knowing strengths

and weaknessesSelf-confidence: strong sense of self-worth

and capabilities


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Self awareness

The better you understand

yourself, the better you are able

to accept or change who you are.Being in the dark about yourself meansthat you will continue to get caught up in

your own internal struggles and allowed

outside forces to mould and shape you.


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Self awareness

How we see ourselves may be cloudedby the feedback messages we receivedabout ourselves from others. But how

could anyone know more about you thanyou? They do not feel your emotions orthink your thoughts; they do not face theissues that you wrestled with.

Some people may not be prepared toface the truth about themselves.


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Self awareness

Self-Awareness

SocialAwareness

Self-Management

Social Skills

EmotionalSelf-Awareness

AccurateSelf-Assessment

Self-Confidence

Empathy Organizational

Awareness Service Orientation

Self-Control Trustworthiness Conscientiousness Adaptability Achievement

Orientation Initiative

Developing Others Leadership

Influence Communication Change Catalyst Conflict Management Building Bonds Teamwork &

Collaboration


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Self awareness

Knowing your limits, hot buttons, edges, etc.and being able to stop your reactions beforethese points in order to make moreappropriate choices for response

Self-control: keep impulses under controlTrustworthiness: Maintaining standards of

honesty and integrityConscientiousness: responsibility in managing

oneselfAdaptability: flexibility in adapting to change or

obstacles


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Social Skills:

The ability to interact with, communicate with , andinfluence others effectively

Developing Others: sensing needs and bolsteringabilities

Leadership: Inspire and guide Influence: use interpersonal influence tactics Communication: send clear and convincing

messages Change Catalyst: initiate and manage change

Working with Others Conflict Management: resolve disagreements Building Bonds: build relationships with others Teamwork & Collaboration: work w/others

shared goal


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Self-awareness Questions

What are your strengths?What are your weaknesses?

How do your friends describe you?Do you agree with their descriptions? Why or

why not?List two situations when you are most at ease.

What specific elements were present whenyou felt that way?

What types of activities did you enjoy doingwhen you were a child?What about now?

What motivates you? Why?


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Self-awareness Questions

What are your dreams for the future?What steps are you taking to achieve your dreams?

What do you fear most in your life? Why? What stresses you?

What is your typical response to stress? What qualities do you like to see in people? Why?

Do you have many friends as you just described? Whyor why not?

When you disagree with someone's viewpoint, whatwould you do?


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Personal development through

Self Awareness

Skill development.Helps managers in which they will be most

effective.

Skill development-Skill gapKnowing your strength & weakness

Seeing big pictureStress-Motivation. It is very difficult to cope up with

poor results when you dont understand whatcauses them


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Personal development through

Self Awareness

LeadershipPracticing this management skillAsk somebody

QuestionnaireSeek professional help21st century leadership based on self

awareness Johari windowMBTI (Myers Briggs Type Indicator)


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WHAT IS SELF-ESTEEM?

Psychologists usually regard self-esteem asan enduring personality characteristic (traitself-esteem), though normal, short-termvariations (state self-esteem) occur.

Self-esteem can apply specifically to aparticular dimension (for example: "I believe Iam a good writer, and feel proud of that inparticular") or have global extent (for example:"I believe I am a good person, and feel proudof myself in general").


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Where Does Self-Esteem Come From?

Our self-esteem develops and evolves throughout ourlives as we build an image of ourselves through ourexperiences with different people and activities.

Experiences during our childhoodplay a particularlylarge role in the shaping of our basic self-esteem.When we were growing up, our successes (andfailures) and how we were treatedby the members of

our immediate family, by our teachers,

coaches, religious authorities,and by our peers, all contributed to thecreation of our basic self-esteem.


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Healthy Self-Esteem

Childhood experiences that lead tohealthy self-esteem include-

being praisedbeing listened tobeing spoken to respectfullygetting attention and hugsexperiencing success in sports or schoolhaving trustworthy friends


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Low Self-Esteem

Childhood experiences that lead to lowself-esteem include-

being harshly criticizedbeatenbeing ignored, ridiculed or teasedbeing expected to be "perfect" all the

timeexperiencing failures in sports or school


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Self-efficacy

Perceived self-efficacy is defined as

people's beliefs about their

capabilities to (perform a task) produce designated levels of

performance that exercise

influence over events that affecttheir lives.


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Self-efficacy beliefs determine how

people feel, think, motivate themselves

and behave.

Such beliefs produce these diverse

effects through four major processes.

They include cognitive, motivational,

affective and selection processes


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Self-efficacy

A strong sense of efficacy

enhances human

accomplishment andpersonal well-being in many

ways.


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People with high assurance in

their capabilities approach

difficult tasks aschallenges to be mastered

rather than as threats to beavoided.


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Such an efficacious outlook fosters

intrinsic interest and deep

engrossment in activities. They setthemselves challenging goals and

maintain strong commitment to

them.


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In managing personal change, self efficacy is

major determinant for success.

People with higher SE can overcome

obstacles and challenges that are inevitablepart of any change effort.

(SE help people who doubt their

capability shy away from difficulties &challenges which they view as personal

threat )


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Sources of Self-Efficacy

People's beliefs about their efficacy can be

developed by four main sources of influence.

The most effective way of creating a strong

sense of efficacy is through masteryexperiences.

Successes build a robust belief in one's

personal efficacy. Failures undermine it,

especially if failures occur before a sense of

efficacy is firmly established.


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Self-efficacy

A resilient sense of efficacy requiresexperience in overcoming obstacles throughperseverant effort.


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The second way of creating and

strengthening self-beliefs of efficacy is

through the vicarious-(sensational)

experiences provided by social models.Seeing people similar to oneself

succeed by sustained effort raises

observers' beliefs that they too possessthe capabilities master comparable

activities to succeed


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Self-efficacy

Perceived self-efficacy is concerned with

people's beliefs in their capabilities to

exercise control over their own

functioning and over events that affecttheir lives.


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Self-efficacy

Beliefs in personal efficacy affect life

choices, level of motivation, quality of

functioning, resilience (toughness) to

adversity and vulnerability to stress anddepression.

People's beliefs in their efficacy are

developed by four main sources ofinfluence.


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Self-efficacy

People must have a robust

sense of efficacy to sustain

the perseverant effort neededto succeed.


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Self-efficacy

Succeeding periods of life present new

types of competency demands requiring

further development of personal efficacy

for successful functioning.The nature and scope of perceived self-

efficacy undergo changes throughout the

course of the lifespan.


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Organizational Roles:

Role is a set of functions, whichan individual performs in

response to the expectations ofthe significant members of asocial system, and his own

expectations about the positionthat he occupies in it.


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The concept of role is VITAL

for the integration of the

individual with anorganization.


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Organizational Role efficacy

Role efficacy means the

potential effectiveness of an

individual occupying aparticular position in an

organization.


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Role Conflict & Role ambiguity

Role ambiguity occurs when an

employee is uncertain about

assigned job duties &Responsibilities.


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Role is the convergence regionbetween the individual &

organization what is given inorganization structure is position& when individual occupies a

position it becomes a role.


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It has been defined as a set

of behavior enacted by

person as a result of hisoccupying certain position in

an organization.


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Role Efficiency

The performance of a person working

is an organization depends on his

own potential effectiveness,technical competence & managerial

experience as well as on the design

of the role that he performs in anorganization.


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Role Efficiency

It is the integration of the two (the

person & the role. that ensures a

persons effectiveness.Unless a person has the requisite

knowledge, technical competence &

skill required for the role, he cannotbe effective.


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Role taking is responding is theexpectations of others.

(REACTIVE),

while role making is taking initiating

to creatively design the role

(PROACTIVE),

so that the expecting of both others

& the role occupant one integrated.


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If the role does not allow the

person to use his competence if

he constantly feels frustrated inthe role, his effectiveness is

likely to be low.


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Similarly role set is a pattern of

interrelationship between one role

among many others.

Role efficacy has also been found to

related to age, the type of role & the

location of the work place & length ofemployment.


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Organizational Role

Organizational roles are a method of

providing service entitlements to

individuals within the system.

If individuals are assigned to an

organization role, managed resource

available to the role then become

available to the individual in that role.


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It Is Important to Understand That The

Performance of People Working In a

Programme or in an Organization Depends on

their technical Competence, Managerial Skills,and Their Potential Effectiveness In The Role

They Perform in the Organization.

It Is the Merging of the Two (The Person and

the Role) That Ensures the IndividualsEffectiveness in the Organization.


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The Ten Aspects of Role Efficacy

Role efficacy has ten aspects toconsider. These aspects can beclassified into three groups, ordimensions namely, role making,role centering and role linking.


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"Role making" is anactive attitude towards

the role, i.e. definingand making the role one

likes to take on.


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"Role centering" isconcerned with

increasing the power ofthe role, making it more

important.


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Role linking" is concerned with

extending the relationship of the

role with other roles and groups.The three dimensions have been

further subdivided into the ten

aspects of role efficacy


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