Self-Actualization Assessment Tools for Leaders and Managers

Self-Actualization Assessment Tools for Leaders and Managers 

The idea of self-actualization is the idea that one can live their best life, using every tool at their disposal and striving to be the best that they can be. According to Maslow, in developing his Hierarchy of Needs, self-actualization occurs when one is capable of maximizing their potential. Maslow broke down his self actualization theory into several steps, by studying the traits of figures he believed to be self-actualized such as Abraham Lincoln and Albert Einstein:

1. Self-actualized people embrace the unknown and the ambiguous.
2. They accept themselves, together with all their flaws.
3. They prioritize and enjoy the journey, not just the destination.
4. While they are inherently unconventional, they do not seek to shock or disturb.
5. They are motivated by growth, not by the satisfaction of needs.
6. Self-actualized people have purpose.
7. The small things do not trouble them.
8. Self-actualized people are grateful.
9. They share deep relationships with a few, but also feel identification and affection towards the entire human race.

• Self-actualized people are humble.
• Self-actualized people resist enculturation.
• Despite all this, self-actualized people are not perfect.

Self-actualization is built upon several different models, each which help realize a goal in a different way, either through assessments of skills and personality, through shared traits such as Maslow’s model, or through exercises which help teams realize their true potential and increase their confidence and self-belief. Here are the most effective models towards self-actualization.

DISC Assessment and Experiential DISC

The DISC assessment tool was a psychological profile developed by psychologist William Moulton Marston, which centers on four psychological traits, which are Dominance (D) Influence (I) Steadiness (S) and Conscientiousness (C) which was then developed into a behavioral assessment tool by psychologist Walter Vernon Clarke. The belief was that each trait came from people’s sense of self and their interaction with the environment. The assessment was built to help businesses choose qualified employees. Today, DISC is seen as a tool to help a leadership team, whether in assigning tasks or solving problems via different patterns of thought or approaches to solving the same issue.

Book your Experiential DISC Program today 

Leadership 360 and Experiential Leadership 360

Leadership 360 is built to constantly hone on skills, while focusing in self-development. The program is built to assess eight areas of principle focus:

1. Communication Skills
2. Decision Making
3. Promoting Innovation and Change
4. Working Relationships
5. Leadership Skills
6. Coaching Skills
7. Utilizing the Strength of Others and Self
8. Team Development

The idea is to help identify different types of leaders, whether they are developing, mid-level, or capable of executive work and beyond. It’s a way to either identify at the top, what are the qualities that got you there, or what are the guides to help support your growth.

The benefits of a Leadership 360 assessment includes an increase in self-awareness, transforming teams and improving leaders for the entire organization, improving culture and spirit, and improving trust for future conversations. The essential skills are focusing on Treatment of Others, Conflict Management, and Communication Skills. With interpersonal skills, the focus is set on Integrity, Strength of Character and Interactions with Others.

Book your Experiential Leadership 360 Program today 

Self-assessment is based on a scale that invites users to look at their most basic needs that drive psychological states of mind and emotion.

Those who are self actualized are bound by several common traits:

• They accept themselves and others.
• They have a well-developed sense of creativity.
• They have the ability to maintain deep and meaningful relationships.
• They can exist autonomously
• They have a way to find humor in their own mistakes.
• They can accurately perceive reality, both as it pertains to themselves and others.
• They have a sense of purpose and perform regular tasks geared towards that purpose.
• They experience frequent moments of profound happiness.
• They have the ability to demonstrate empathy and compassion for others.

Through these means, those who are self-actualized are those who have most found their original sense of being.

In the end those who have truly become self-actualized have a shared behavior:

• They find humor in a given situation.
• They get enjoyment and satisfaction out of the present moment.
• They understand what they need in order to gain a sense of fulfillment.
• They have a tendency to feel secure and unashamed of whom they are.

A self-actualization activity helps to bring out the best of your team in several different ways. The activities are specially designed to help bring out specific characteristics and help teams bring out the best in each individual employee.

Our team building events, whether built around leadership, self-actualization, or getting out the team for a fun day are meant to be transformative and experiential, giving them lessons that they’ll be able to use from the backcountry to the boardroom.

We’d love to give your team an unforgettable experience. Call us at 720 242 9828 to book your adventure today.