Publicly available

Discussion: How is Reflection encouraged? On a daily basis?

This question was raised during our recent webinar.

The power and usefulness of reflection is something that many people seem to have forgotten in our fast moving world. We often complete one task or project and immediately move to the next. Sometimes a team member will be given responsibility for documenting ‘lessons learned’ from a project, but this is often seen as an onerous task and allocated to a junior team member, and then circulated by email with no explanation that it should be used as a resource to share experiences and reflect and learn from them.

For real impact, reflection needs to become a regular practice that’s embedded in the daily workflow and in the regular cycles of meetings with our line managers. It is essential in all learning and in all workplace activity.

The power of reflection can be seen in simple things, such as taking the time to stop and think and reflect on what went well, what didn’t work out and what you’d do next time. If, as learning professionals, we ever design a learning environment, a learning programme, an eLearning course or, in fact, any process or activity to help improve performance without baking in plenty of time for reflection – and preferably guided reflection – then we’re simply not doing our job.

Resources* in the Forum that provide further insight on reflection and reflective practice include:

Link to Tooklit Article: The Power of Reflection 
(*Access: Explore &Implement Members)


Link to Activity: Highlighting Manager-Led Actions That Improve Employee Performance 
(*Access: Explore & Implement Members)

This group activity is designed for use with leadership and management teams to highlight the importance of experiential learning. It lists 15 manager activities that have a positive impact on the performance of their teams and identifies the three actions that have greatest impact. One of the 'top three' is focused on reflection and ensuring that the opportunities are created for reflection and learning following projects and other activities.

Copyright © 70:20:10 Forum 2016. We encourage you to share our freely accessibly Content, however we do not allow extraction, unauthorised use and/or duplication of this Content without express written permission from 70:20:10 Forum. See our terms and conditions

1 comment

I love the idea of formalising the reflection process. We often reflect in a non-work environment where and when we have the space to review what has been working well and what has not. At the start of 2014 at NCTAFE we built into our facilitation process a reflection period where we would discuss and review a number of co-facilitation events on our facilitation performance, rather than on the content of the activity. We developed a question/comment sheet to guide this process. By building the reflection seqment into our work as a formal process for co-facilitation activities, we have extended the partnership between staff to after the event, rather than just in the planning and implementation stages. The guided sheet helps us cover a broader reflection view rather than just "what worked well" or "what didn't". We now need to develop a reflection process for other activities.

You can see a snapshot of the NC TAFE Organisational Development Facilitation Debrief Template below: