Why You Should Make Time for Self-Reflection (Even If You Hate Doing It)
Research has shown that reflection boosts productivity. Yet few leaders make time for it. Why? For one, they often don’t know where to start. You can become more reflective by practicing a few simple steps. Start by identifying a few important questions. Some possibilities: What are you avoiding? How are you helping your colleagues achieve their goals? How are you not helping or even hindering their progress? Then select a reflection process that works for you. You can sit, walk, bike, or stand, alone or with a partner, writing, talking, or thinking. And then schedule time on your calendar to do it. Start small. If an hour of reflection seems like too much, try 10 minutes. Be still. Think. Consider multiple perspectives. Look at the opposite of what you initially believe. You don’t have to like or agree with all of your thoughts — just think and to examine your thinking.
When people find out I’m an executive coach, they often ask who my toughest clients are. Inexperienced leaders? Senior leaders who think they know everything? Leaders who bully and belittle others? Leaders who shirk responsibility?
The answer is none of the above. The hardest leaders to coach are those who won’t reflect — particularly leaders who won’t reflect on themselves.
At its simplest, reflection is about careful thought. But the kind of reflection that is really valuable to leaders is more nuanced than that. The most useful reflection involves the conscious consideration and analysis of beliefs and actions for the purpose of learning. Reflection gives the brain an opportunity to pause amidst the chaos, untangle and sort through observations and experiences, consider multiple possible interpretations, and create meaning. This meaning becomes learning, which can then inform future mindsets and actions. For leaders, this “meaning making” is crucial to their ongoing growth and development.
Research by Giada Di Stefano, Francesca Gino, Gary Pisano, and Bradley Staats in call centers demonstrated that employees who spent 15 minutes at the end of the day reflecting about lessons learned performed 23% better after 10 days than those who did not reflect. A study of UK commuters found a similar result when those who were prompted to use their commute to think about and plan for their day were happier, more productive, and less burned out than people who didn’t.
So, if reflection is so helpful, why don’t many leaders do it? Leaders often:
If you have found yourself making these same excuses, you can become more reflective by practicing a few simple steps.
Despite the challenges to reflection, the impact is clear. As Peter Drucker said: “Follow effective action with quiet reflection. From the quiet reflection, will come even more effective action.”
Jennifer Porter is the Managing Partner of The Boda Group, a leadership and team development firm. She is a graduate of Bates College and the Stanford Graduate School of Business, an experienced operations executive, and an executive and team coach.
Why You Should Make Time for Self-Reflection (Even If You Hate Doing It)
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