What do you do if you want to enhance your self-awareness as an IT manager?

1. Reflect the strengths and weaknesses by Identify areas of excel and areas that need improvement. 2. Seek regular feedback from colleagues, supervisors, and team members to gain insights into how others perceive you and your leadership style. 3. Keep a journal by recording thoughts, emotions, and experiences to better understand the reactions and behaviors in various situations. 4. Participate in self-assessment exercises through engage in personality assessments, leadership style assessments, or emotional intelligence assessments to gain deeper insights into your strengths and areas for development. 5. Continuously learn and grow.

To enhance self-awareness as an IT manager, I focus on reflection, seeking feedback from colleagues, and engaging in self-assessment exercises to understand my strengths, weaknesses, and areas for improvement. Additionally, I prioritize ongoing learning and development opportunities to gain insights into leadership styles, communication techniques, and emotional intelligence, fostering a deeper understanding of my impact on the team and the organization.

One of the most effective ways to become more self-aware is to reflect. Spend some time at the end of each day thinking back on the things you did, the choices you made, and the feelings you felt. Think on the successes and failures, along with the reasons behind them. You may wish to modify or reinforce certain patterns in your behavior, and this activity might help you find them. Similar to debugging code, the goal is to identify the underlying causes of problems so that you may address them and enhance the system as a whole, or in this case, your management strategy.

1. Seek feedback from team members and peers 2. Reflect on your actions and reactions 3. Use self-assessment tools or psychological assessments 4. Engage in coaching or mentoring 5. Continuously strive for personal growth and development.

As an IT manager, I would reflect on my strengths, weaknesses, and areas for improvement. I would consider my technical skills, communication abilities, leadership style, and emotional intelligence to enhance the overall output. I would encourage solicit feedback from peers, direct reports, and supervisors to gain insights into how others perceive my strengths and areas for development. I would also encourage open and honest feedback from my team members, colleagues, and stakeholders on your performance as an IT manager. I would develop active listening skills to feedback without defensiveness and use them to identify blind spots and areas for growth.

Gaining insight into how other people view you and your management style requires feedback. Seek frank comments on your work from your team, peers, and superiors. Be eager to listen and learn, and approach these talks with an open mind. Recall that receiving feedback involves more than just learning about your strengths; it also involves pinpointing your areas of weakness. Similar to a user acceptability test for a newly released software item, feedback guarantees that your leadership satisfies the requirements of your group and company.

Ao Gerenciar um Projetos de TI,envolvo todos os stakeholders para que participem focados no escopo, tempo e custos. Porém há momentos que precisamos gerenciar um risco identificado como uma amea?a. Para superar esse desafio procuro manter os “ouvidos” abertos,brainstorming e feedbacks precisam ser sutilmente identificados. Importante aceitar novas ideias,filtrar e aplicar caso sejam plausíveis. Exercício importante pois há casos que a solu??o surge de onde menos imaginamos. Consulto meus conhecimentos sem deixar de explorar minha habilidade em identificar os Especialistas que tenham acessos e conhecimentos para solucionar mantendo sempre o foco compliance pois todas as solu??es precisam estar em conformidade com as políticas corporativas.

1. Seek feedback from colleagues and team members 2. Reflect on your strengths, weaknesses, and emotions 3. Practice active listening and empathy 4. Engage in self-reflection and journaling 5. Consider seeking professional development or coaching.

Está sempre aberto para feedback é importantíssimo, pois podemos encontrar uma maneira de melhorar nossa gest?o. Buscar ouvir de seus colegas e superiores o que eles pensam da sua gest?o sempre que possível vai fazer com que o ambiente que convive fique mais aberto para encontrar uma forma melhor de realizar a gest?o do departamento que trabalham.

I consider myself as a IT lider who take any feedback as an oportunity to change something that is bad or to improve things that I do well, it is not important if the feedback come from your boss or someone of you team. I think that the feedback is very important to grow continuosly, but you need to have an open mind to take a feedback of the best way and use this like something good.

Setting goals involves more than just reaching organizational goals; it also involves personal development. To improve your self-awareness, set SMART (specific, measurable, achievable, relevant, and time-bound) goals. These could include developing stronger communication abilities, acquiring more effective stress management techniques, or growing in empathy. Take regular stock of your progress as you strive toward these objectives. This guides you toward your final goal with distinct checkpoints along the road, much like project milestones in IT management.

One of the often forgotten goals is to train a successor. If a manager is extremely difficult to replace, it means that when promoted the team will encounter a serious problem. One of the objectives of every manager is to have clear the line of succession. In case there is no one today who can fill that position, it is necessary a development plan for someone to fill it in the future. Having a prepared team helps strengthen self-awareness.

Setting goals is crucial for personal and professional development, as well as for organizational success. As a leader, establishing clear and achievable goals provides direction, purpose, and motivation for both oneself and the team. By setting specific, measurable, attainable, relevant, and time-bound (SMART) goals, leaders can effectively guide their team towards success and track progress along the way. Moreover, setting goals helps to prioritize tasks, allocate resources efficiently, and align efforts with the overarching mission and vision of the organization. It also fosters a culture of accountability, encourages continuous improvement, and empowers individuals to strive for excellence.

Ter uma defini??o de metas pode ajudar a organizar a gest?o do departamento de trabalho, buscando sempre cumprir com o que foi acordado faz ter um aumento de autoconfian?a e todos que comp?em o departamento v?o conseguir confiar na sua gest?o. Com isso todos v?o buscar cumprir com as metas definidas pelo gestor e seu departamento irá destacar uma vis?o de respeito entre os outros departamentos.

Is very important define goals in your personal and professional life because both help you growing. I'm a person who always make plans and try to follow them. Sometimes is complicated achieve your goals, because there are many factors out of your hands, but the really important is that if you don't make plans and define goals, you wont know how much you are growing and if you are a better person and professional everyday.

Embracing mindfulness as an IT manager has transformed my approach to leadership. Mindfulness, or being fully present in the moment, enhances awareness of my thoughts and emotions, particularly under pressure. This practice is akin to navigating a complex network with precision; it allows for thoughtful responses to challenges, keeping management objectives in clear view. By maintaining mindfulness, I mitigate emotional reactions that could cloud judgment, ensuring decisions are made clearly and focused. This has improved my personal resilience and set a calm, composed example for my team, fostering a more reflective and effective management environment.

Mindfulness enhances emotional intelligence, a key trait for any leader. By practicing mindfulness, you can better manage your stress and react more thoughtfully to challenges. Techniques such as mindful breathing or meditation can help you remain anchored in the present, making you a more composed and attentive leader.

Soft Skills ou Hard Skills Soft skills s?o as competências referente a personalidade e comportamento e hard skill s?o as competências técnicas. Para gest?o acredito numa propor??o 80 / 20, pois é muito importante investir em conhecimentos interpessoais, psicologia e lideran?a. A forma de se relacionar e interagir com as pessoas afetam os relacionamentos no ambiente corporativo e, por consequência, a produtividade da equipe. Abaixo algumas disciplinas que desenvolvidas auxiliam na melhoria do Soft Skill. Empatia; Trabalho em equipe; Resiliência e; Saber trabalhar sobre press?o. Soft skills já s?o consideradas t?o ou mais importantes que as hard skills por 92% dos recrutadores. Fonte relatório Global Trends Report feito pelo Linkedin.

As a manager in the IT industry, The tech world is ever-changing, and staying updated is crucial. However, expanding your knowledge should also involve learning from other domains, such as psychology, to better understand team dynamics, or management theories to enhance your leadership skills. This broadens your perspective, allowing you to innovate and solve problems more creatively. Coursera, LinkedIn Learning and many Free courses from well known Universities allow a multitude of options to Expand your Knowledgebase

Ao Gerenciar um Projetos de TI, envolvo todos os stakeholders para que participem n?o só preocupados com escopo tempo e custos. Geralmente temos um escopo desafiador e as entregas que muitas vezes envolvem várias outras equipes. Tenho a oportunidade de gerenciar ambiente onde há desafios no entendimento da execu??o e estresses devido aos atrasos nas entregas. Nesse cenário o primeiro exercício que pratico é a empatia. Considero importante tratar todos os stakeholders como eu gostaria de ser tratado, porém com foco no objetivo e no prazo para solu??o. Prezo para que todos estejam cientes de suas responsabilidades porém com respeito e educa??o do início ao fim independente do desafio que encararmos.

Decisions must be made, part of what the work is all about. But the considerations in making a decision and the way that decision is shared with the team, that's where empathy comes in. It is a short-term effort that yields long-term results. There are situations in which empathy can backfire (studies have shown that a little lack of empathy produces better outcomes in a negotiation); but, as in many respects, it is about balancing the short and long term. If the goal is long-term, empathy is the way forward.

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These are the things I did when I was a “green” IT Manager (way before I started my trainings and studies in the field of human/adult development) - made a list of things that I didn’t like about how I was managed and committed to avoid those - tried to imitate behaviors I liked in other senior managers and leaders of the organization I was part of at the time and past. Learned that from sport. (Wish I’d ask one of them to mentor me) - didn’t realize at the time but a 2 day training and an opportunity to have a few follow up 1:1’s with and Executive Coach helped me with my self-awareness. (Wish I’d ask for extension on those 1:1 Exec Coaching sessions)

As others have suggested: 1. Invite 360 degree feedback (leaders, peers, direct and dotted line reports, and be sure to include your actual customers of your services), which can provide encouragement and opportunities. 2. Actively participate in industry events, forums, podcasts sharpening your own set of skills from divergent perspectives and outside of your industry 3. Seek ways to break apart current approaches and test what works with emphasis on rapid iteration and feedback loop to increase engagement, ownership and raise collaboration bar The highest performing teams have hard conversations without fear of reprisals. Are you creating a safe and challenging space that raises the performance of the whole team, or just self?

I would keep a close watch on the performers in the team to learn from them, especially the new perspectives and thought processes from motivated and energized folks. They are mostly the color and the life of the team, including the fresh members of the team, and the newbies who bring very valuable perspective, questioning the ‘regular’! There is always the untold / undocumented side of the reality which is tough to get exposed to, unless we get our hands dirty and get ourselves with the team on the ground, including our own consumers or customers. It’s easier said than done, but very effective