We all know that modern life can seem unrelentingly busy, particularly at work, and that having the time to pause and reflect can feel like a luxury. However, self-reflection is not only valuable for professional and personal growth but can also prove vital to career development and success. 

Creating opportunities for self-reflection is particularly crucial for managers, who should not only be evaluating their own performance but also encouraging their employees to do the same on a regular basis. So how can self-reflection be embedded into workplace culture and what are the benefits?

What are the Advantages of Reflective Practice?

For self-reflection to be effective, there needs to be a conscious awareness in thinking about the past and finding areas to improve on. It is something we are all encouraged to do but often neglect when at work, but using these four quick questions can help to create a habit of reflective practice:

1. What did I do successfully?
2. What would I like to improve on?
3. What have I learned from the experience?
4. How can I do things differently in the future?

How Can Kolb’s Learning Cycle Help?

David Kolb, an American educational theorist, published his Learning Cycle in 1984. Based on the work of three other theorists, it remains one of the most popular and useful approaches to self-development and can form a practical backdrop to analysing  performance.

Combining Kurt Lewis’s concept of active learning, Jean Piaget’s importance on interaction, and John Dewey’s belief that experience is vital, Kolb’s Learning Cycle outlines four main stages for learning:

1. Concrete Experience – Simply the completion of a task.
2. Reflective Observation – Looking at the activity and evaluating what went right or wrong.
3. Abstract Conceptualisation – Using theory to further investigate the learning opportunity.
4. Active Experimentation – Applying reflection and theory to prepare for future experiences.

Here’s an example of how Kolb’s theory could be used in the workplace to improve performance:

1. Concrete Experience – A leader launches a new project with a short deadline.
2. Reflective Observation – After the deadline, the leader reflects on their own performance during the project and encourages their team to do the same, both individually and collectively.
3. Abstract Conceptualisation – The leader then talks with their team about how they could streamline the processes to improve efficiency.
4. Active Experimentation – The leader comes up with an amended strategy for the next project.

Exploring Self-Reflection Through Professional Development

There are, of course, many other methods of approaching self-reflection as part of your professional development, including the use of SMART goals and habit stacking, or by taking part in coaching and training. If you are looking to improve and progress in your role, no matter what level or sector you might work in, Sherring Associates’ experienced coaches are here to help provide time for you to  reflect to enable you to achieve your goals. 

Please feel free to contact me directly on 07962 871144 or email angela@sherringassociates.co.uk.