Reflections can give us powerful insights into self-awareness, self-confidence, and self-discipline. When we are open to what is looking back at us in the proverbial mirror or in those who we surround ourselves with, we are more likely to find out some things about ourselves that would have otherwise been hidden from our view.
Reflecting is a tool that many LEADERS use to process their thoughts and feelings after a specific event or experience. When LEADERS ask themselves questions about how an event or experience was for them, they are able to find the key lessons learned that would otherwise be lost.
Reflecting is defined as having things come back to us like with a mirror, things also are reelected to us in our things when we are alone and ask questions about an event or experience. Others have a way of reflecting back to us our reactions and responses in ways that let us know how our behaviors and words have impacted them during our interactions.
Our thoughts and feelings come back to us when we are willing to expose ourselves to the reflections that are shared with us by those around us. Those thoughts and feelings support us as LEADERS in getting to know more about the wake that we leave with those we encounter in our day to day activities.
The LEADERS who have developed the habit of reflecting on the events and experiences in their careers know that they can be successful with it on their own or with others who are willing to share feedback and insights with them. This makes reflecting a valuable tool for LEADERS who are committed to their own growth and development.
One of the key motivators for LEADERS to adopt a habit of reflecting is the growth that comes with it and its impact on their ability to achieve their career development goals. Those LEADERS who want to get ahead in their careers know the importance of reflecting on where they have come from.
Self-awareness is defined as concrete knowledge of our character, feelings, thoughts, motives, and goals. One of the best ways to develop self-awareness is by asking ourselves questions that lead to us discovering our character-and its basis in beliefs and principles. Additionally, we know our feelings and thoughts when are willing to look at ourselves objectively or through the feedback that we receive from others around us.
Self-confidence is typically referred to as a trust in ourselves when it comes to abilities, qualities, and judgments. We trust ourselves when we accept the data that we discover about ourselves or get from others around us that we can find the truth in. Being open and accepting of our reflections and the feedback from others positions us to be more effective LEADERS.
Self-discipline is the ability to control our feelings and weaknesses and pursue our goals. Our careers are inundated with goals, for ourselves and for the companies that we work for. Goals are the drive of every business and LEADERS must be disciplined in their approach to achieving them successfully.
LEADERS with an open mindset are more willing to learn and apply the reflection process in order to achieve more success in their careers. Typically those with a closed mindset struggle to open up to the reflection process and feedback that others might have to share with them.
While LEADERS can reflect on their own, those who ask for the feedback others have for them are more likely to have a more comprehensive view of how they show up and are perceived by those around them in the workplace.
The integration and application of the results of reflecting are almost always going to push for growth and development that can be leveraged in achieving our career development goals. If we are able to see the value of growing and changing as a result of our insights and feedback, we are more likely to develop a unique leadership style that attracts others to learn from us.
The reflection process is easy to start and easier to make a habit over time.
After an event or experience, take some time to ask yourselves a few questions about what just happened. Open-ended questions work best, ask the same questions every time until it feels right. The repetition supports building the habit.
Some examples of questions might include What went well? What might I do differently next time? What one new thing did I learn? How did I do that aligned with achieving my career goals? How can I leverage that experience going forward?
Initially, the reflection process can be done in writing which might act as training wheels. Over time it can be done in your head without the need to write things down. This is when it might become a habit.
When reflections involve others, it simply takes asking some of the open-ended questions of others who were with you at the event or experience. In time you will build trust and respect by asking others to reflect on the way you showed up at the event or experience. Proficient LEADERS rely on trust and respect to be a part of their unique leadership style.
Are you willing to look in the mirror and see what reflects back to you, and more importantly are you willing to do something to grow and develop when you have insights or feedback as a result of those reflections?
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