How many of us can recall at least one instance of sitting in some lecture or professional development session where the speaker commented, “So, as you reflect on…” or “I challenge you to reflect on this matter this week and…”? Moreover, I personally have yet to find a formal leader development model that does not include some major component titled “reflection.” We cannot escape this word in any conversation relating to leadership or leader development.
So, if reflection is so important to leadership and leader development, how in the heck do we do it? When I think about reflection, I think about some abstract artistic process where a highly-creative leader comes up with a profound product or quote. I envision a leader like John Maxwell going into a room alone and emerging hours later covered in sweat and a whiteboard filled with his new “beautiful mind” revelations. I find this discouraging because I’m not known to be a creative person.
However, I’m a leader, therefore I must reflect, right? Short answer: Yes! Reflection is critical for effective and sustainable leader development and growth. Experience and new knowledge (such as from reading or formal education) alone is not sufficient for impactful leader growth. We need to deliberately take time to think about what we’ve experienced and learned, clarify and make meaning of the lesson, and be able to do something different in the future to improve our impact and performance as leaders. With that being said, reflection is much more of an art than a science. No two people reflect in the same way. Continue reading → Reflection Series, Part I: An Introduction to the Abstract