• Marco Antonio Camacho De Figueiredo

Student thesis: Doctor of Business Administration


In recent decades, organisations have been undergoing significant transformations, from a model in which professionals had little opportunity to express themselves. The relationship between leaders and members was of submission to defined roles and the authority of the leader. The new challenges started to demand that leaders develop social skills to interact with the diversity of their teams’ diversity. Among these skills, Self-awareness has stood out as a fundamental trait in high-performing leaders, confirmed by several surveys (Gardner et al., 2005; Tekleab et al., 2007). For this reason, Self-awareness has become one of the pillars of this project. The research aimed to investigate a new way of increase Self-awareness in individuals and whether these changes promote improvements in the relationships between leaders and members of their teams. The study addressed an existing research gap using the Hallos method explicitly created to expand Self-awareness and monitor its impact on the improvement of dyadic relationships over time. Two studies were carried out. In the first, 750 professionals from 17 companies in Brazil, Spain and Chile completed a questionnaire as a self-report about their level of Self-awareness, the importance of diversity, and the improvement in their interpersonal relationships before and after learning the Hallos method. In the second study, their team members evaluated the leaders of 5 different companies in the variables Self-awareness, Transformational Leadership, Emotional Intelligence, leader-member Exchange, and Emotional Intelligence before and after the Hallos method intervention. The empirical research's main findings indicated positive results and suggested that the Hallos method promotes the expansion of Self-awareness. The analysis also positively aligned with other existing studies, which raise Self-awareness to improve relationships between leaders and members. Another important finding is that there is a correlation between all the variables studied. It was observed that trust might be a common point in all taxonomies. Besides, it was found that there is a correlation between Self-awareness and leader-member Exchange theory, which is not shown in another research. The results open space for the use of the Hallos method both in academic research and in the corporate world as a way to investigate and improve dyadic and group relationships, in addition to expanding the understanding and acceptance of the diversity of human types in the work environment as a way to enhance organisational effectiveness.
Date of Award31 Dec 2022
Original languageEnglish
Awarding Institution
  • The University of Manchester
SupervisorSharon Clarke (Supervisor) & Sara Willis (Supervisor)


  • Transformational Leadership
  • Team members
  • Relational Intelligence
  • Emotional Intelligence
  • Authentic Leadership
  • Leader-member Exchange
  • relationship
  • typology
  • human archetypes
  • self-awareness
  • leadership

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