Tick in the box, or …?

After an intensive programme of learning, practical experience and assessment, I guess some see the process of reflecting on a dozen or so questions – a requirement that, for obvious reasons is not marked – as a simple tick in the box exercise.

And yet, those who treat this exercise with the respect it deserves, in the knowledge that it represents the pinnacle of their training, report that it provides tremendous added value to the overall training experience.

Benefit dependent on two key things

The degree of benefit that is derived from such self reflection, depends primarily on two key things; the quality of the questions and the honesty of the responses.

Good self reflection questions should help prompt deep introspection about one’s behaviour, its consequences, what works, what doesn’t work so well, and what changes can be considered now and in the future to render one’s approach more effective.

They should also encourage consideration of how one’s perceptions, understanding, thinking patterns, reactions and behaviours have changed and evolved during the period under consideration.

Good self reflection practice requires courage, honesty and a certain vulnerability.

The pathway to excellence

Some coaches-to-be see the questions as a test that needs to be passed, and therefore try to answer in a way that presents them in the best possible light.

Perhaps subconsciously, they believe that by exposing mistakes, sub optimal behaviours, and/or areas for development, they may somehow be judged as not worthy to receive certification.

In fact, the exact opposite is true. Focused contemplation that identifies those attitudes and behaviours that are ineffective, less effective or even counterproductive, is a powerful learning process in itself.

Understanding your true strengths and openly acknowledging and appreciating those areas where further development is needed – rather than denying they exist – is the pathway to excellence.

Make it a habit

At New Insights, we view the self reflection exercise as being vital in capping off the training programme. That said, for any professional person – and life coaches in particular – reflection should, ideally, be an ongoing thing.

Research referred to in the Harvard Business Review shows that making self reflection a habit is what differentiates extraordinary professionals from the mediocre.

Some of the questionnaire submissions that have impressed me the most have been a real treat to read. They portray amazing stories of growth and development that accompanies the learning process.

Learning – change – reflection – more learning

Learning, by its very nature, involves change.

By taking an honest, unbiased and detailed look back at that change – from poor decisions, naive attitudes, nervous frustration and humorous slip-ups, to proud accomplishments, major ‘ahas’ and big wins – we add another important dimension to the learning.

As the educator, John Dewey, once noted:

“We do not learn from experience … we learn from reflecting on experience.”

What, So What, Now What?

For those who have yet to embrace conscious self reflection, there are many simple tools available that can help to get started.

One Reflective Model that I like, for its great simplicity, is called What? So What? Now What?

The model was originally developed in the 1970s by Terry Borton, for use in group facilitation. It was further developed into a reflective model by Rolfe et al, in 2001.