How can you use reflection to gain insight into your leadership strengths?

In my experience, any change in human behavior starts from self-realization. You cannot change anyone if they do not want to. Secondly, unless we change, we cannot reach our full potential and be the best version of ourselves. Reflection is the glue between our present and future desired versions. It helps us to temporarily get out of our heads, view situations objectively, observe our instincts, and align them with our aspirations. Growth follows.

Leadership and reflection. Understanding leadership as: people follow you due to your relationship with them along with your willingness to go first on their behalf, in lived values, towards the risk, and on behalf of your company tribe. And reflection, as: what you will perceive internally about yourself, and what is reflected from others about you and your leadership. Where self-belonging meets belonging with others. Your self-belonging story of reflection requires two sources, The story you directly tell yourself in your world, plus The story you indirectly get, from those you belong with, sharing about you from their world. That reflection in belonging is where they will follow because you are theirs and they are yours.

La reflexión es una cualidad en el liderazgo que pocas veces es tomada en cuenta; dicha reflexión se da usualmente en un ámbito de reconocimiento de nuestras áreas de oportunidad. La retroalimentación es un gran momento para reflexionar; el tema es que como líderes nos entrenamos para dar retroalimentación pero no estamos entrenados para recibirla. Entre más escalamos dentro de una organización y nos volvemos más viejos; nos volvemos más renuentes a recibir retroalimentación. Pensamos que el simple hecho de acumular experiencia por el tiempo nos blinda de recibir retroalimentación y eso nos aleja de la reflexión. Recomiendo el siguiente libro que habla de este tema: Coachability por Kevin Wilde, disfruten de la lectura ???

Reflection is a valuable tool for comprehending one’s leadership strengths. Gibbs’ Reflective Cycle, composed of six stages, provides a structured framework for this process. Consider a scenario where you led a team project. Initially, describe the experience: outline what happened, your role, and the challenges faced. Reflect on your feelings at that time—were you confident, overwhelmed, or empowered? Then, evaluate your performance objectively. Identify successes and areas for improvement.

Reflection is your superpower. Here's how to unleash it: Pick a memory: Rewind to a recent success (or epic fail!). Dissect the details: What worked? What didn't? What skills did you shine with? Ask yourself the hard questions: What values did you embody? Did you inspire? Did you listen? Identify your gems: What strengths emerged? Jot them down, own them! Plan your next move: How can you leverage these strengths? Time to level up! Reflection isn't just navel-gazing, it's a leadership superpower. Use it, refine it, and watch your impact soar! #leadershipdevelopment #selfreflection #leadershipcoaching #growthmindset

Reflection is a valuable tool for gaining insight into leadership strengths. Set aside dedicated time to ponder your experiences, identifying instances where your leadership had a positive impact. Consider feedback received, both positive and constructive, and analyse how you responded to challenges. This self-awareness can unveil patterns, showcasing your effective leadership traits. Additionally, explore your values and how they align with your leadership style, fostering authenticity. Engaging in regular reflection allows you to refine your leadership approach, emphasising strengths and addressing areas for improvement.

Thing that I have found helpful is to start with the results from a personality test, for instance. Strengths Finder does a great job at highlighting strength and areas for improvement. This should be an iterative process that is revisited periodically. By infusing these strengths, and working on your challenges, you may become more suited to being more flexible or open minded in your approach to problem solving or challenges.

Quem está certo: o outro ou eu? Quando deixamos as emo??es de lado podemos avaliar o que aconteceu (experiência), sem se preocupar efetivamente com nomes, e sim com fatos. Ao procurar culpados para nossas "derrotas" o ganho está apenas no nível do ego. Já quando aprendemos com as situa??es, que ganha, é a nossa capacidade de fazer melhor, mais rápido ou com mais qualidade. Fácil? Nem tanto. Valioso? Com certeza!

This a two-step process, beginning with self-awareness. Our personalities, though diverse, often fit into a few distinct categories. Exploring personality tests like MBTI & Enneagram can offer insights into our inherent traits. I've found the Enneagram to be particularly profound, though hard to accept at first; it provided me with an eye-opening reflection that deeply resonated with my life experiences. Understanding our current selves, encompassing both strengths and 'shadows', is just the beginning. Acknowledging these traits is crucial, but they shouldn't define us. We often miss blind spots that others can spot. Thus, receiving honest feedback, particularly from a supportive boss or caring individuals, is invaluable in this journey.

One grows exponentially in their zones of strength versus linearly in their areas of weakness. Once you have understood your strengths and shadows, seek out areas of work that will employ your strengths on a 'weekly' basis. I define strength as something you excel at and something that energizes you. There might be things you are damn good at but may be draining you at the end of the day. Others can identify your talents, but only you can determine whether they drain or energize you. Don't get me wrong, not every job will perfectly match your strengths, but the art is in framing your work more towards your strengths than non-strengths.