Great leaders take time to reflect (and you should too)

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When was the last time you truly stopped to reflect – not just on what you’re doing, but on how you’re leading, the decisions you’re making, and the impact you’re having on those around you? The world we’re living in today is extremely fast-paced, full of distractions, interruptions, and there is a constant pressure to keep moving. Without regular reflection, we risk becoming reactive, missing opportunities, and losing sight of what matters.

Why should you care about reflecting?

Personal benefits

When work stress builds up, it doesn’t stay confined to the office. It follows us home, affecting our mood and straining our personal relationships. Reflection allows you to step back and process the work-related challenges, which gives you the ability to manage stress before it impacts your family or friends. When you make reflection a habit, you’re not only improving your ability to handle work stress, but you are protecting your personal life from its fallout. A reflection practice enables you to approach your personal relationships with more patience, empathy, and a clearer mindset – leading to deeper connections and a greater sense of balance.

Professional benefits

Do you feel overwhelmed by the amount on your plate or like you’re constantly spinning your wheels? In today’s fast-paced business world, it’s easy to get caught up in reactivity. Reflection helps you shift from simply reacting to leading with intention, which can allow you to feel more in control and grounded. For those who struggle with perfectionism or self-doubt, reflection can be a great tool to boost your confidence. As reflection becomes a habit, your leadership presence strengthens. A strong leadership presence builds trust and respect, making it easier for you to inspire your team, influence outcomes, and lead with authority.

How to reflect

Making time for reflection might seem impossible with everything on your plate, but it’s one of the most valuable habits you can build as a leader. My clients find the most success when they intentionally block out “thinking time” each week – dedicated space where they can focus without distractions or interruptions. The key here is enforcing that boundary, treating it like any other important meeting. Once you create the space, what do you actually reflect on? Here are a few question prompts to get you started:

↳ What are 2 things that went well this week and why?

↳ What challenges did I face and how did I handle them?

↳ What strength of mine can I leverage more for the challenges I faced?

↳ How did I impact my team this week – positively or negatively?

↳ What decisions did I make and how did they go? What would I do differently next time?

↳ What stories am I telling myself? What am I not seeing?

↳ How’s my energy level and what’s influencing it?

↳ What were my emotions this week? What thoughts are leading to those emotions and what do I choose to do with that?

↳ What action can I take to improve one area of my leadership or team dynamics next week?

Reflection isn’t just about looking back, it’s also about looking forward. It can be very powerful to combine self-reflection with input from a thought partner, like a mentor or coach. Having someone to challenge your thinking, ask insightful (judgment-free) questions, and provide fresh perspectives can take your reflection to the next level. Another bonus of a trusted partner is that they can help you see blind spots, stay accountable, and accelerate your growth.

How to help others reflect

Helping others reflect is equally important (and you don’t have to hold a manager title to do this!). Reflection promotes deeper thinking, problem-solving, innovation, and improved self-awareness. And here’s a huge benefit: it empowers people to solve problems on their own, usually taking stress off your plate. When you help others reflect, it helps them see patterns in their own behavior.

As an Executive Coach, my work revolves around helping leaders reflect. One of the reasons one-on-one coaching has such a high return on investment is because it creates dedicated time and space for reflection over the course of several months. What’s powerful about coaching is that over time, clients develop the ability to self-coach. Clients tell me that both during the process and after our engagement is over, they continue to hear my voice in their head, prompting them to reflect on their decisions, their style, and their overall impact. You become adept at recognizing when to pause, reflect, and adjust your approach without external prompting. This shift – from being guided to guiding yourself – leads to greater self-accountability.

How do you help others reflect? Start by asking thoughtful, open-ended questions. Instead of providing answers or solutions, prompt them to think through problems on their own. Work to create a culture where reflection is not only welcomed but it’s expected. This is a massive tool for developing and engaging others, and it’s significantly underutilized.

Embrace the discomfort

It’s worth acknowledging that reflection isn’t always the most enjoyable or comfortable activity. Thinking deeply about ourselves – our actions, emotions, and challenges, can be confronting and uncomfortable. It’s in these uncomfortable moments that growth occurs because we gain insights that we might not have seen otherwise.

When leaders make time to reflect, they not only improve their own performance, but they also create a ripple effect, inspiring others to do the same. Don’t miss out on key insights that can help you lead more effectively and improve your personal relationships and fulfillment.

Check out these related articles:

Are you an enabler? Are you preventing employees from thinking for themselves?

It’s you, not the question(s) you ask

In today’s fast-paced, rapidly evolving business landscape, effective leadership development is non-negotiable. Clients consistently report that their work with Amber results in elevated leadership skills, increased productivity, reduced turnover, and enhanced interpersonal effectiveness. Clients have built and led high-performing teams, fostered self-accountability, and seen less resistance to change initiatives. Many have attained promotions, boosted their confidence, and taken control of their time and energy.

Great leaders take time to reflect (and you should too)

Why should you care about reflecting?

Personal benefits

Professional benefits

How to reflect

How to help others reflect

Embrace the discomfort

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