As a manager, you're not just guiding development - you’re demonstrating it. The way you talk about, apply, and respond to your own insights sends a powerful message.
Modeling Starts with Openness
Share one area that comes easily to you, and one that takes more effort.
Use language that normalizes the idea of effort-based development: “This isn’t easy for me, but I’m working on it.”
Use Your Own Results
Reference your strengths and growth areas when assigning work or seeking feedback.
Example: “I know I can get tunnel vision when planning - can you help me spot what I might be missing?”
Acknowledge When You're Growing
Call out moments of progress: “I’m working on stress tolerance - and this week I paused before reacting, which felt like a win.”
Invite feedback: “I’m trying to improve how I handle change. If you see me slipping into old habits, let me know.”
Benefits of Modeling
Psychological Safety: Your team sees that it's okay to have growth areas.
Engagement: People are more likely to invest in something they see you using meaningfully.
Trust: Vulnerability builds credibility and connection.
You don’t have to be perfect. Just be real. When you model self-awareness and effort, you create a culture where development is part of the job - not something extra.