Reflection in Leadership

THE IMPORTANCE OF REFLECTION IN LEADERSHIP

As I was considering the word “reflection,” I decided to look up the dictionary definition.  There are several, but some that specifically pertain to reflection as we utilize in our jobs.  Here are a few:

• The production of an image by or as if by a mirror (what does our public see?)
• The action of bending or folding back as “reflected” (looking back at our practices)
• Something produced by reflecting, as an image given back by a reflecting surface, or an effect produced by an influence (the high number of failed bond issues is a reflection of our lack of educating the public)
• An often obscure or indirect criticism (a reflection on his character)
• A thought, idea, or opinion formed or a remark made as a result of meditation
• Consideration of some subject matter, idea, or purpose

When you consider what most people do in their lives in regards to reflection, it appears that it is common practice in many areas of our lives.  For example, how many of us go to work without looking in the mirror to see if our appearance meets expectations? What are others going to see? Are they going to like what they see? What can I do to make myself look better? So, now I ask, how can we possibly go through our jobs and not consider these same questions?

I do not view reflection simply as an important skill in leadership, but a necessity.  I believe that any organization that wants to move forward and have continuous improvement must take the time to reflect on all processes and outcomes at every level.  For a school district this means every department should have goals, processes, action plans and methods for reflection at various intervals throughout the year. By progress monitoring throughout the processes, it  enables us to adjust and improve as we move forward.  This is what we expect in the classroom for our students…assessment for learning.  As educational leaders, we are complex decision makers.  However, that does not mean our processes and reflections have to be complex and painful.  Often the simple processes are what make improvements.  Reflections on these processes are what provide opportunities for growth.  As a superintendent or any educational leader, we must self reflect and try to determine other’s perceptions of us personally and professionally. We need perception data, process data, and performance data. We need the whole picture in order to successfully reflect. Reflection is vital to a superintendent’s success.

REFLECTIVE PRACTICES THROUGHOUT THIS PROGRAM:

Throughout the Lamar Superintendency Program we have been asked to reflect on assignments, readings, strengths/weaknesses, and on other’s thoughts.  One interesting process of reflection for me was my personal perception of knowledge.  The first time I completed a self-reflection on the competencies, I thought I knew more than I did.  Throughout my career, I have been fortunate and had many opportunities to learn from observing others and from other’s knowledge, success, and failure.  Although at some level, I knew that through personal study and learning I would grow, I was surprised at the extent my knowledge base grew.  In other words, I didn’t realize how much I didn’t know!  That simple reflection energized me to continue broadening my knowledge through personal research.

Rewriting my Vita, developing an internship plan, and having others comment on them was also a great reflection tool for me.  I learned from reading other plans and from other’s suggestions and ideas for my personal growth.  In the beginning I found the WIKI and Blogs to be time consuming and quite honestly, frustrating, when we had to post in so many different locations that it was hard to keep track.  As I reflect now, how often does a superintendent have to deal with this type of situation ….look here, look there, check with this person, comment here, etc.?  I would imagine quite often. It was a good lesson to learn in patience and perseverance.

The Supervised logs provided ongoing reflection as to my process towards my goal of becoming a superintendent.  This is not a new process for me, so I was able to incorporate my superintendent logs into my typical plans as a campus principal.

I found our weekly assignments more beneficial than the formal mid-term and final assessments.  Formal assessments are only beneficial to a student if the student knows what was missed, why it was missed (misread something, careless mistake or simply didn’t have the knowledge), and have the opportunity to learn from the error.  The only feedback from our assessments was a numerical grade.  How do I know what I don’t know?  I didn’t even know which questions I missed.  I don’t feel I learned much from the formal assessments.  I do have to praise Dr. Stephens because I called her out of frustration regarding not knowing what was missed and she provided some guidance for future studies. However, I still wonder what I missed!

In the beginning the web conferences were challenging due to technical difficulties, however, I learned from the experience.  I enjoyed collaborating with others in the class and as I began developing relationships, benefited greatly from these connections.  The more recent web conferences with Dr. Creel have provided great insight as to the direction of my professional goals.

REFLECTIVE PRACTICE TO IMPROVE LEADERSHIP SKILLS

I have always used reflection as an improvement tool.  By reflecting on decisions and processes, I avoid falling into the trap of…”if you keep doing the same thing over and over, you will get the same results.”  We must change what we are doing or how we are doing it in order to improve. Change can be scary and often risk is involved.  However, by reflecting and utilizing purposeful data and professional learning communities, we lessen the risk and the fear factor for all. This provides greater opportunities for continuous improvement.  I mention utilizing professional learning communities because while self-reflection is important, after that, gaining insight from others is powerful.  I take my thoughts and experiences, share them and watch them grow and improve as others share their ideas and tag on to my reflection.  As a leader this truly puts your neck on the line, and often the feedback you might receive is hard to chew.  I try and remember, feedback is truly the “breakfast of champions,” so I chew it up, swallow and show appreciation for other’s thoughts and ideas.  This openness and vulnerability will help build relationships and trust, and in addition it sets a standard of understanding and acceptance that failing is learning and provides opportunities for improvement. No one should be afraid to try hard and fail.  Most reflective methods I use are based on David Langford’s Quality Learning tools.  These include, but are certainly not limited to:  plus/deltas, affinities, brainstorming, matrices, PDSA, consensogram, force field analysis, fishbone activities, etc.   I will continue to utilize his materials for reflections and growth opportunities.

I am excited as the next door in my professional career is about to open.  I have many decisions to make, and my decisions will not only effect me, but my family, my current job, and my future.  How will I make these decisions?  Reflect on my past and analyze my goals by using reflective tools, collaboration, setting goals and continue to reflect on my successes and failures as I move forward!