How Others Really See Your Leadership Style – A Deep Dive with Openmind
Ever wondered how people actually see you as a leader? Not the vision you have of yourself, but the image that your colleagues, team members, and even superiors perceive? If you’re anything like me, you might believe you’re a collaborative and inspiring leader. However, self-perception and reality don’t always align, and the gap between how we see ourselves and how others see us can be surprisingly wide.
This is where Openmind comes in. Openmind is a psychometric assessment that not only delves into the conscious, explicit parts of our personalities but also taps into our non-conscious, implicit traits. By revealing both, and compared in terms of Cognitive Dissonance, Openmind helps leaders, like you and me, understand our leadership style from the inside out—and perhaps more importantly, how it is perceived by others.
In this article, I’ll walk you through how the Openmind assessment can be a game-changer in raising your self-awareness and strengthening your leadership style.
The Dual Nature of Personality: Explicit vs. Implicit Traits
One of the most groundbreaking aspects of Openmind is its dual focus on explicit and implicit traits. Most assessments only scratch the surface, focusing on the traits we consciously recognize about ourselves. Openmind takes it a step further by revealing our non-conscious responses—the attitudes and tendencies we might not even realize we have.
Think about your leadership style. You might consciously believe you’re a fantastic collaborator, open to ideas, and flexible in your approach. But Openmind could reveal an implicit resistance to certain feedback or a preference for structure over spontaneity that you weren’t fully aware of. This implicit information could explain why, despite your best intentions, some team members might see you as less flexible or more controlling than you intend.
Understanding the Big 5 Through Openmind’s Lens
Openmind uses the well-known Big Five personality traits framework: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuro-balance (a fancy term for emotional stability). However, Openmind breaks down each of these traits into both conscious and non-conscious responses, offering a more nuanced perspective of how we function in leadership roles.
Let's look at each trait and what it might reveal about your leadership style:
1. Openness to Experience
How You See Yourself: You’re probably thinking, “I’m creative, adaptable, and open to new ideas.” But there’s more to this trait.
What Openmind Reveals: Openmind may reveal whether you’re genuinely open or if this is more of a conscious aspiration. For instance, if your implicit response to new ideas scores lower than your explicit score, it might mean you unconsciously resist certain perspectives. So, while you may tell your team you’re open to innovative ideas, they may sense hesitation that even you weren’t aware of.
2. Conscientiousness
How You See Yourself: Most of us see ourselves as reliable, disciplined, and organized—traits essential for leading a successful team.
What Openmind Reveals: Openmind’s conscientiousness analysis could show that, subconsciously, you may not be as structured as you believe. If your implicit response to “I’m highly organized” is lower than your explicit response, it might explain why some team members feel you’re more disorganized or inconsistent than you realize. Bridging this gap can help you make real adjustments that bring your inner and outer selves closer together.
3. Extraversion
How You See Yourself: As a leader, you might see yourself as approachable, sociable, and enthusiastic.
What Openmind Reveals: Implicitly, however, you might not feel as comfortable being the center of attention or driving social interactions as you consciously believe. If your implicit score is lower, it may indicate that you’re holding back in meetings or social situations more than you’re aware of. People notice these subtle cues, and it could impact how dynamic or charismatic they perceive you to be.
4. Agreeableness
How You See Yourself: Most leaders like to think they’re empathetic and supportive, valuing collaboration over conflict.
What Openmind Reveals: Openmind’s assessment might show a gap here, too. Maybe your implicit responses show lower empathy than you would like, or perhaps they reveal a tendency to avoid conflict even when constructive. If this is the case, your team might see you as overly accommodating or, conversely, less empathetic than you think. Awareness of this can help you make sure your actions match your intentions.
5. Neuro-balance
How You See Yourself: If you believe you handle stress well, it’s likely you see yourself as calm under pressure and resilient.
What Openmind Reveals: The implicit assessment might reveal a different story. If your subconscious is wired with higher stress responses, it might mean you’re inadvertently projecting a sense of pressure or unease onto your team. This could explain why some people feel tense around you even if you think you’re keeping your cool.
Three Common Scenarios That Reveal Leadership Gaps
Openmind identifies three scenarios that frequently highlight where our self-perceptions might not align with how others see us:
Higher Explicit than Implicit Scores: This scenario is like putting on a mask you’re not aware of. You consciously agree with statements like “I collaborate well with others,” but your subconscious shows hesitation. Teams pick up on this, sensing that your commitment to collaboration may not be as strong as you think.
Higher Implicit than Explicit Scores: This often indicates that you’re undervaluing some of your natural strengths. For instance, if you have a high implicit tendency to support your team but score yourself lower explicitly, you might be selling yourself short. Knowing this can help you trust your instincts more.
Close Implicit and Explicit Scores: When scores align closely, it shows a clear self-perception and consistency in behavior. If your implicit and explicit scores for being organized are similar, then you’re likely perceived as a structured and reliable leader—exactly as you see yourself.
Realizing and Redefining Your Leadership
Openmind’s insights can be tough to swallow. No one likes to think that they’re less collaborative or more controlling than they intended. But here’s the upside: awareness is power. The more you understand your implicit and explicit responses, the better equipped you are to align your leadership style with your values.
For example, if you see a significant gap in your openness scores, start by being more mindful of how you react to team suggestions. Notice if you’re mentally pushing back and work on being genuinely receptive. On the flip side, if your implicit scores reveal high empathy that you hadn’t noticed, consider allowing that strength to come through in how you support your team.
Practical Steps to Improve Your Leadership with Openmind
Set Up Regular Self-Checks: Reflect on your Openmind results regularly. Have a “reflection session” after each significant team interaction to gauge how aligned you were with your scores.
Seek Feedback: Be proactive in asking for feedback, especially in areas where your implicit and explicit scores differ. If you consciously see yourself as organized but your implicit score says otherwise, ask your team for honest feedback on how they perceive your organizational skills.
Adjust Based on Insights: Use your Openmind results to make real adjustments. If your neuro-balance score suggests you’re stressed subconsciously, consider stress-management practices. Small changes, like taking breaks or delegating tasks, can ease the pressure you might be inadvertently projecting onto others.
Embrace Vulnerability: Openmind’s assessment is an opportunity to see yourself as you really are, warts and all. Use this information not to critique yourself but to grow and evolve as a leader. Embrace the discomfort that comes with self-awareness, and your team will respect you for it.
Conclusion: Let Openmind Be Your Leadership Mirror
The Openmind assessment is a mirror that reflects both your intentions and the subtleties of your subconscious attitudes. Leadership is as much about self-awareness as it is about managing and guiding others. By truly understanding how your explicit and implicit traits interact, you can close the gap between how you see yourself and how others see you.
So, are you ready to face the real reflection of your leadership style? It might surprise you, and it might even sting a little, but ultimately, it’s a journey worth taking. With Openmind as your guide, you’ll be on the path to becoming a more authentic, effective, and self-aware leader.