Larry is my youngest brother and a phenomenal leader of leaders.  Just about every time we talk I gain a leadership insight or personal encouragement.  He has merged an existing church into becoming a thriving campus.  He is one of the most self aware leaders I know.  Read on as Larry shares insight for becoming more self-ware…

Have you ever had a conversation with an employee and you and everyone else in the office knew the employee was an underperformer BUT the employee didn’t know it?  If you have been in leadership for very long at all, you have had that conversation; in fact, I bet two or three conversations come to mind.

I am not really good at those conversations when the employee is completely unaware of his performance along with his strengths and weaknesses.  In the past I would blame the employee and think he was just stupid.  Even though I just “thought” it, I am quite sure my body language conveyed it.

I have the privilege of being a Campus Pastor at in Wellington Florida.  In this leadership culture, I have learned that if my employees are not self-aware, it is because I have not led them to be self-aware.  “My fault.” “My bad!”

At we use several tools to help us become self-aware.  We use Myers Briggs,, to understand and predict how we will respond in different work environments.  We will often overlay Strength Finders 2.0,, with the Myers Briggs and use these two tools together.  Each of my teammates has their Myers Briggs and Strength Finders posted on a small card near their workspace.

My two favorite tools for helping teammates gain self-awareness (perspective) is Emotional Intelligence (EQI 2.0) and immediate or nearly immediate FEEDBACK on anything they are leading.  It is foundational to the development of every teammate at

It is NOT enough to take these tests and post results, just like having your core values plastered all over the walls of the office won’t ensure that everyone has buy-in and they are being fleshed out.  Self-awareness and the pursuit of this perspective needs to be a part of your team’s DNA.  When the team members set their own goals for the quarter or year, they use the testing information along with the results of a yearly 360 Feedback Survey to move themselves and their teams forward.

At the yearly review, I compile all the test results, goal achievements, and the team member’s personal review of themselves to discuss with the team member.  If the team members are surprised by any results, I have not had honest conversations with them during the year that included them becoming more self-aware.

 Larry Mayer

Campus Pastor Wellington

@lmayer (Twitter)