This chapter is designed to review the multiple ways that one can improve the capacity to seek or generate self-relevant information (self-knowledge) and ways to promote regular self-awareness and (occasional) self-insight. Self-insight generally implies the level of understanding that exists relative to the nature of one’s self-system (self-definition, needs, goals, attributes), while self-knowledge relates to the accuracy of introspection about these internal states and capacities (Wilson, 2009). These are thought to be at the core of interpersonal competence, a capability absolutely...

This chapter is designed to review the multiple ways that one can improve the capacity to seek or generate self-relevant information (self-knowledge) and ways to promote regular self-awareness and (occasional) self-insight. Self-insight generally implies the level of understanding that exists relative to the nature of one’s self-system (self-definition, needs, goals, attributes), while self-knowledge relates to the accuracy of introspection about these internal states and capacities (Wilson, 2009). These are thought to be at the core of interpersonal competence, a capability absolutely essential in today’s work organization. While the “voice” of the chapter is that aimed at informing the human resources (HR) professional or practitioner, the material covered would be useful to individuals who are personally motivated to know more about how they might become more effective interpersonally through efforts at improving self-knowledge and self-insight.