Develop your Self-awareness to become more learning agile

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Self-awareness is one of the core dimensions of Learning Agility. Here’s how to develop your Self-awareness skill, which has a positive effect on all other areas of your Learning Agility, both at work and in your personal life.

If you don’t know your level of Self-awareness, you can find out by participating in our South African Learning Agility in HR study. Participating allows you to anonymously receive your Learning Agility results, which you can then use for personal development. Click here to find out more and test your agility. 

What is Self-awareness?

Self-awareness implies being aware of your own thoughts, behaviours and the effects thereof on others. The more self-aware you are, the more likely you are to recognise your own strengths and development areas.

Self-awareness is a core element of your overall Learning Agility.  Your level of awareness indicates your ability to reflect on your own behaviour, criticise your own performance when necessary, and recognise your development needs. Therefore, the higher your Self-awareness, the higher your agility overall.

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How is unfair dismissal compensation calculated

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BY   Ivan Israelstam, Chief Executive of Labour Law Management Consulting. He may be contacted on (011) 888-7944 or 0828522973 or on e-mail address: This email address is being protected from spambots. You need JavaScript enabled to view it.. Go to: www.labourlawadvice.co.za.

Section 194 of the Labour Relations Act (LRA) allows arbitrators and judges to grant employees compensation for unfair dismissal where reinstatement is not appropriate.

A compensation order is one that requires the employer to pay the employee an amount of money in recompense for unfair dismissal or an unfair labour practice.

An order for compensation at the CCMA, bargaining council or Labour Court is not intended as an order for damages but merely as a payment made to ‘console’ the employee for the loss of a right (the right not to be unfairly dismissed). As a result the calculation of the compensation amount is not required by the LRA to be based on any specified criteria, rules or guidelines except that the amount must:

• Not exceed twelve months where there has been an ordinary unfair dismissal

• Not exceed twenty-four months where there has been an automatically unfair dismissal

• Be fair and equitable in all circumstances.
  
  

Judges and arbitrators have a very wide discretion in view of the fact that the term “fair and equitable” is itself not defined and is open to interpretation.

In Hoffman vs SA Airways (CLL Vol. 15 No. 3 October 2005) the Court said that

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I scored low on my Learning Agility assessment - now what?

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I’ve seen Learning Agility mentioned in a lot of HR magazines and conferences, so when I saw I could test myself via the HR Learning Agility study, I jumped at the chance. I really expected that I would score high - I’m a very competitive person - but I’m almost ashamed to admit that I scored pretty low!

Initially, I was quite upset by the results and I even felt a bit stupid. I understand Learning Agility to be all about flexibility in the face of change - I really thought I did that.

Understanding my Learning Agility in more detail 

I was fortunate to be able to speak to one of the psychologists at HFMtalentindex, Jaintheran Naidoo, and had the chance to ask him more about my results. He helped me to understand why my scores were lower in some areas and what I could do about it.

Turns out, Learning Agility is not anything to do with a person’s IQ, and unlike IQ it can also be developed! That’s good news for me and I’m really glad I can work on some of my lower scores.

Find out how to measure your own Learning Agility in our HR study - click here.

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