January offers a fresh start, bringing that fresh-start energy—perfect for revisiting your goals and rethinking your growth plans. But let’s be honest: "learning and development" often get pushed down the to-do list as the year goes on. So, how do you make the commitment stick?
Inspired by a recent Supervisory Conversations session, this month’s article explores how setting aside time for intentional reflection, overcoming challenges, and making learning a part of your daily routine can help keep your growth on track—even when life gets hectic.
The Value of Reflection
Many university managers are familiar with the Center for Creative Leadership’s 70-20-10 model, which highlights the importance of learning on the job, alongside learning from others, and formal education. While the majority of impactful learning happens on the job, it requires intentional reflection to translate experiences into lessons.
Consider the difference between someone with 10 years of evolving experience and someone who has repeated the same year of experience ten times. Intentional reflection – whether through formal methodologies or informal practices like journaling – helps uncover insights that improve performance and drive growth. Practices such as revisiting professional development plans or asking “What went well? What can be improved?” after meetings can make reflection a seamless part of your day-to-day routine.
Reflection as a Leadership Priority
Leaders play a pivotal role in fostering a culture of learning. Reflective practices benefit individuals and enhance team performance. Panelists at a recent session on learning in the flow of work emphasized that reflection isn’t optional; it’s essential:
"Retrospectives are crucial. Despite the time crunch everyone feels, we don’t have time to NOT do them. They’re essential for learning and process improvement."
Another key takeaway was the importance of psychological safety. Leaders can “mine for conflict” in team discussions to encourage healthy debates and clarify decision-making. They can also model a culture of feedback by incorporating positive reinforcement into everyday interactions—a small but powerful motivator.
Leaders can model reflection by revisiting their own goals. Finally, remember to give yourself grace. Professional development is a journey, not a destination. If one method doesn’t work, try another. Celebrate small wins, and recognize progress—both your own and your team’s. With the right focus and practices, learning in the flow of work can transform your experiences into meaningful progress.
