Reflective Practice In Leadership

As a leader, it is very important you stay current with change and make the process as quickly and smoothly as possible. Adaptability is important especially in order to stay within policy and procedures for your company and to be a role model for your team members. Change can be a scary thing for teams because team members are moving out of their comfort zone in order to improve the team or company. With change comes dedication, team members must take it upon their self to adapt to change and as a leader you can help with this transition by being available and providing additional guidance and helpful resources. Practices a leader can help their team adapt to change is through coaching and encouraging. As the team is unlearning old habits

I have to remember not everyone is going to perceive situations or events through the same lens as me. 'Reflective Practice' is a theory by which modern and traditional self-improvement ideas can be more clearly defined, refined, expanded, adapted, taught, adopted and applied, for the purposes of personal development, teaching and coaching, and wider organizational improvement. Reflective Practice enables clearer thinking, and reduces our tendencies towards emotional bias(Lawrence-Wilkes, L., & Chapman, A. (n.d.)). This is very handy theory when working with people with different insight. Of course there are ups and downs when you try get people to see through your lens depending on the situation. Boleman and Deal discussed blindspots each frame may encounter such as…Structure: ignores everything outside jurisdiction, rules, policies, org charts. Human Resources: can cling to romanticized view of human nature. Not all are looking for growth and collaboration. Politics: clinging can create cynicism and mistrust. Often misunderstood to be amoral, scheming, and unconcerned about the common good. Symbolic: can be mere fluff or camoflage(Boleman, L. G., & Deal, T. E.

These individuals can ruin others trying to adopt to change with their mischief. Having an negative individual within your group can hurt the process with others therefore, Kotter suggest removing the individual to prevent any negativity or delays in your change process. Individuals who resist to change and automatically refuse adapting to change are toxic individuals and should be removed from the group. These individuals are big on “NO” and try to encourage others to see the negative in change. Individuals who are mildly resistance to change usually have questions, but once encouraged and educated become ‘pro’