13. Self-Awareness
What is my self-awareness type?
The Mindset(s)
Dr. Tasha Eurich conceptualized this self-awareness model and its four types, based on a large-scale research program: ten separate investigations with nearly 5,000 participants, reported in her book Insight (2017) and summarized in the Harvard Business Review (Eurich, 2018). Her central finding is that self-awareness is not one thing but two independent dimensions: being clear about yourself says almost nothing about whether you know how others see you.
- Internal self-awareness: how clearly you see your own values, passions, aspirations, reactions (thoughts, feelings, behaviors, strengths and weaknesses), and your impact on others. In Eurich’s data it is linked to higher job and relationship satisfaction, a greater sense of personal and social control, and more happiness, and to less anxiety, stress, and depression.
- External self-awareness: how well you understand the way other people actually see you, on those same factors. People high in it are better at empathy and taking others’ perspectives, and leaders whose self-view matches how their people see them are rated as more effective.
This week has no measure. Instead, you will review the four types, classify yourself, and plan how you intend to build more self-awareness going forward.
Why this matters
The research makes a strong case that self-awareness is both rare and trainable:
- It is rare. Although most people believe they are self-aware, Eurich’s team estimates only 10–15% actually meet the criteria.
- The two dimensions are independent. Scoring high on one does not predict the other, which is why a single “self-aware / not” label misses most of the picture.
- Experience does not guarantee it. Seniority and experience can actually make people less accurate about themselves, because power reduces the feedback they receive.
- Introspection can backfire. Asking “why” (“Why do I feel this way?”) tends to breed rumination and false stories; Eurich’s guidance is to ask “what” instead (“What is going on? What will I do next?”), which keeps you objective and pointed at action.
- External awareness only comes from others. You cannot introspect your way to it. It grows by asking people who will tell you the truth.
Your Type
Crossing the two dimensions gives Eurich’s four self-awareness types. The move is not picking a side but raising both; the goal quadrant is Aware.
| Low External | High External | |
|---|---|---|
| High Internal | Introspectors: clear on who they are, but they do not challenge their own views or seek feedback, so blind spots persist. Grow by: actively seeking outside perspectives. | Aware: know who they are and what they want, and actively seek and value how others see them. Grow by: keeping the habit up as roles change. |
| Low Internal | Seekers: do not yet know who they are, what they stand for, or how their team sees them; often feel stuck or frustrated. Grow by: both reflecting inward and asking for feedback. | Pleasers: so focused on how they come across that they lose track of what matters to them, and drift into choices that do not serve them. Grow by: clarifying their own values and priorities. |
Read the four types and decide which best describes you as a mentor right now. Be honest about both dimensions: Do I see myself clearly? and Do I really know how my mentees and team see me? Your type is a snapshot, not a verdict; every type has a concrete way to grow.
Reflect and Plan
- Type: Which of the four types best describes you right now, and what is the evidence?
- Plan: What is one specific thing you will do going forward to build more self-awareness (inward reflection, feedback from others, or both)?
Discuss your type with the group. Internal self-awareness grows through better introspection (ask “what,” not “why”); external self-awareness grows only by asking people who will tell you the truth.