Personality comes from the Latin word personare which means to speak through .

Harris Tracy and Fisher in (2011) present the different definitions of personality over the years: Gordon W. Allport of Harvard (1937): Personality is the dynamic organization within the individual of those psychophysical systems that determine his unique adjustment to his environment. Raymond B. Cattell of the University of Illinois (1945): That which permits a prediction of what a person will do in a given situation. The goal of psychological research is to establish laws about what different people will do in all kinds of social and general environmental situations. MacKinnon (1994) presented two conceptually distinct definitions of personality:

Personality refers to the distinctive and unique impression that one makes on others. Such is from the observers point of view, equivalent to a persons reputation. Personality refers to the structures inside of a person that are useful in explaining why a person creates a particular impression on others.

Tupes and Christal (1961) suggested in The Five Factor Model (FFM) of personality that many existing personality traits can be organized in terms of five broad basic ones: Extroversion Agreeableness Conscientiousness Emotional Stability Openness According to Kendra Cherry, the Major Theories of Personality Development based on cognitive, social and moral development include the following: Piagets Stages of Cognitive Development, holds the premise. Children think differently that adults. Although subject to criticism, this is the most frequently cited theory.

Freuds Stages of Psychosexual Development states that personality develops in stages that are related to specific erogenous zones (oral, anal, phallic, latency & genital). Failure to successfully complete these stages would lead to personality problems in adulthood.

Ericksons 8 Stages of Psychosocial Development while based on Freuds theory, this highlights the importance of social relationships on personality development. Its stages include hopes, will, purpose, competence, fidelity, love, care and wisdom. It goes beyond childhood to include the entire lifespan.

Kohlbergs Stages of Moral Development, focused on the growth of moral thought. Building on a two-stage process proposed by Piaget, Kohlberg expanded theory to include six different stages which include obedience and punishment driven; interpersonal accord and conformity driven; authority and social order obedience driven; social contract driven and universal ethical principles driven. The Determinants of Personality are summarized in The Universal Teacher Publications: Environment includes factors that exert pressures on our personality formation like culture, religion, family and parental influences. Situation brings out aspects of ones personality. Although generally stable and consistent, ones personality changes depending on a given situation.

SELF- AWARENESS, defined We primarily grow as human beings by discovering new truths about ourselves and our reality Steve Pavlina A man is but the product of his thoughts; what he thinks, he becomes. Gandhi According to Sinclair, self-awareness is more than being conscious of who you are and how you will react in certain situations. It also involves reflecting on ones intentions and actions and being aware of ones own emotions and how to channel them in order to achieve ones desires. Self-awareness makes one pro-active and more in control of life. Self-awareness leads to personal development and growth that allows an individual to improve relationships, careers, wealth, health, and happiness. By expanding ones self-awareness, new truths are discovered.

DEVELOPING SELF-AWARENESS
Take the time to think things through. One has to develop self-awareness to feel empowered to change things and reach full potential. Doing things that one is happy with or successful at helps develop a positive understanding of who we are. Based on experience, by doing things that give pleasure to others, we are less stressed and happier. It makes us feel that we ourselves are worthwhile. Techniques for Greater Self- awareness Meditation comes in different forms, where some relies on the recitation of a mantra or sacred phrase. Christians, Muslims and Jews recognize the benefits of meditation and contemplation. Cognitive therapy where one exercises more control over the thinking processes and try to correct thoughts that are, erroneous. Rediscover what is important. Keep a journal. Record thoughts, chart progress and decide what is important. This leads to an awareness of what is/are valued, which directs the path personal growth and happiness. A person who is aware of himself is in a better position to predict and control his own behavior. B.F Skinner

The Benefit of Self-Awareness One grows as person. One develops self- acceptance, and this in turn makes one more accepting of others. One becomes more self-reliant and self-motivated. Spiritual Growth and Self Awareness Dick Rauscher explains spiritual growth as growth in self-awareness. It is the process of understanding and recognizing personal issues that prevent one from accepting reality and exercising agape love. As one undergoes changes to grow in self awareness by peeling off layers of ego, then he reaches the authentic essential self, I AM who consciously create love and compassion.

Behavior- Based Coaching: An Explanation It is not easy to measure personality traits and leadership traits. Thus researchers examine behaviors since they can be observed, assessed and measured, unlike traits. With behaviors, researchers could rely on empirical evidence. Skiffington and Zeus (2008) define behavior as a persons actions, which are controlled and feelings about specific ideas, situations, or other people. The three primary types of organizational behavior are: Leadership Behavior, Intergroup Behavior and Political Behavior. Professional coaching is an integrative approach founded on the behavioural sciences. A coaching model must include personal development, beliefs, values attitudes, emotions, motivation levels and adult and social learning, as well as personal and organizational dynamics and defences.

Variables in Behaviour Change The following variables interact with social and environmental factors and it is the synergy among all these influences that affect behaviour.
Knowledge: Facts, truth, or principles gained by sight, experience , or report Skills: The ability to do something well, arising from talent/ training, coaching or practice. Belief: The acceptance of, or confidence in, an alleged fact or body of facts as true or right without positive knowledge or proof; a perceived truth. Previous experiences and mood impact our beliefs because they are based partly on emotion. Attitude: Manner, disposition, feeling or position toward a person or thing. Values: Ideas, ideals, customs that arouse an emotional response for or against them.

Coaching at Work: Generally, the reasons foe seeking out a coach are linked to the desire for change at one or more of three levels: Intrapersonal skills: like the desire to become more effective at timemanagement Interpersonal skills: like the desire to develop more productive relationships with fellow workers Organizational skills: like the need to develop a more strategic approach to organizational policy
Leaders and managers should distinguish the difference between trying to change someones personality and trying to change someones behaviour. More often than not, both believe that the root cause of most employees performance problems is related to who they are (their personality) rather than what they do (their behaviour. Thus, they end up subjecting the employee to change themselves through some personalitytype profiling change program, which does not work.

Defining Behaviour Lead to Better Performance Behaviour-based coaching begins with a clear definition of behaviour. By describing behaviour (personal skills) in objective, observable terms, leaders and managers can access their focus on process and outcomes. Moreover, they also need to know the effects of their behaviour on themselves and others. Issues are likely to be resolved by describing behaviour versus focusing on personality issues. By objectively discussing behaviour, leaders/managers also keep work related discussions in a constructive problem-solving mode that is less likely to make employees defensive. While this is less personal and makes for an effective communication, it is more feasible than trying to change an employees personality or motivation. Changing times call for fresh coaching skills to change behaviours and enhance performance so that business objectives are achieved. Thus coaches should positively impact an employees individual perceptions, self-awareness and relationship management, and ways of approaching people, problems, and situation differently.

Behavioural competencies: In most organizations, people are hired or promoted for their technical expertise; they do not succeed however due to behavioural competencies. Behavioural competencies are not innate talents, but learned abilities, which contribute in making leaders more resilient and more effective. They manage the ability to perform, get along with others, adapt to changing situations, and other issues. Technical and behavioural competencies, distinguished: Technical competencies are acquired in an educational environment or on the job; whereas behavioural competencies, which refer to selfawareness, self-management and work habits and values, are learned through life experiences. Behavioural competencies used technical competencies to achieved and/ or maintain goals.

Traditional business coaching is ineffective: Behavioural competencies cannot be developed through a one size fits all approach which ignore individual complexities. They can, however be strengthened and sustained through a behavioural change and learning model which results to organizational efficiency and effectiveness.
Behaviour-based coaching has is foundation on psychology: The behavioural sciences provide a way to approach the people side of the change process by analysing the factors that influence behaviour. The success of behaviour-based coaching lies in choosing the right behaviour-based change model to address the organizations need. Thereafter, members are able to self-manage, improved personal and professional skills set, feel balanced, alert, in control and empowered to contribute to the organization.