Developed social awareness is an important characteristic of every good leader. Do you feel that this area is not exactly your strength? The good news is that you can strengthen it.

Most of us recognise the importance of self-awareness. If you've ever worked with someone who lacked it, you will know very well that such people act impulsively, communicate poorly and have no idea at all about their blind spots.

Social awareness, on the other hand, includes the ability to read and understand others, to have compassion and empathy. People with high social awareness can recognise, process and adapt to shifts in emotional information. Otherwise, managers would have difficulty motivating their staff and end up with employees who feel unsupported and unheard.

In an article for the Fast Company server, American leadership coach Amy Kan describes once having a leader who kept looking at her phone during meetings and would often write messages even if someone was speaking to her directly in person. Such behaviour had an impact on everyone on the team. Regardless of whom she was dealing with, she made them feel unimportant, and that what they were discussing was of little value. Inattention towards others, an inability to listen or discuss things signifies low social feeling and a level of awareness that needs to be developed.

Here are some ways to go about this.

Identify signals

You feel like interactions with a colleague, employee or boss often end with you asking yourself: "What was all that about?" This might mean you misunderstood the situation or, which is worse, you failed completely to spot certain signals.

Try consciously to pay attention to the verbal and nonverbal cues that people express in meetings or conversations with you. Get used to looking actively for clues in someone's body language, tone of voice, facial expressions and behaviour, and make a mental note of what they might mean. For example, "I'm fine" can have different meanings depending on how it is said. Learn to decipher cues, and if you identify an expression or tone whose meaning is unclear, consider asking the other person about their feelings and test your perception.

Find out more details about other people

How well do you know the members of your team? Could you name their partners or their children? Do you know where they are from and what they like to do in their free time? Ask them these questions and listen to what they have to say. Look for what you have in common or where your interests could converge. Being a successful leader means being able to build and develop quality relationships with the people you work with.

Give as much as you take

Socially conscious leaders think about the opportunities they can provide to their team members and look for ways to teach, coach and develop people. Instead of observing from above, pop down and get involved. Think of ways to work with colleagues and employees. Where can you actively contribute? Where can you offer personal attention and care? Provide value to others through words and actions. Learn to think about how you can help them, not how they can help you.

Look for strengths and benefits

Are you looking for the best in others, or do you usually see their faults? Socially conscious people recognise the possibilities and potential in others. Instead of judging people by their shortcomings, mistakes and things that have gone wrong, actively look for what they do well, where they have contributed, and where their strengths lie. Let them know you are aware of them.

Just listen

If you don't listen to all the voices around you, you will lose a lot of information that affects your teams and your company. Instead of listening to others, we are often too busy planning what to say next. Train to listen actively when people are talking to you. Accept what they say without judgment or the need to respond with your own story. When they are done, repeat what they have said. That way you will really let them know that they have been heard.

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