IMPROVEMENT THROUGH REFLECTION
IMPROVEMENT THROUGH REFLECTION
1. What happened and why did it happen that way?
2. What did you feel, think and do as it was happening?
3. What were the main learning points from the experience?
4. What will you do differently as a result of this reflection?
The format has four questions or four sections which at first sight seem deceptively simple. But as you grow in familiarity with it, it can become a powerful learning tool.
Section 1: What happened and why did it happen that way?
This section aims to raise self-awareness of events. A Coach or mentor can encourage deeper insights which can lead to a better understanding of your situation
Section 2: What did you think, feel and do as it was happening?
We are not normally in touch with our feelings, and the question encourages you to be more aware of your emotions, and to surface thoughts as well as your behaviour. It is important because they are linked. In Cognitive Behavioural Psychology there are three modalities of ‘self’. These are respectively, behaviour, emotion (feelings) and cognition (thought processes). Behaviour refers to bodily movements or motor actions but also includes verbal behaviour or speech. Emotion refers to arousal or feelings. The three modalities are not only interlinked but are interlocked. One affects the other. Normally we do what we think, and sometimes act first, and then think. Our behaviour and our thoughts affect us all the time. A Coach may need to be persistent and probing to help a client address some of these emotional intelligence questions.
Section 3: What were the main learning points from the experience?
The above mentioned notes will help you to complete this section. This section encourages objectivity and awareness of learning from experience. It asks you to think through and capture what was learned. It is something which you are going to keep with you that might even inspire, encourage or motivate you to do better next time.
Section4: What will you do differently in the future as a result of this reflection?
This is about the changes which are to be made in the light of your learning. It encourages the application of your learning so as to improve your every day practice and behaviour. It is not about recording a good intention only. You may wish to set another SMART goal to reflect the action you are going take. What action you will take may depend on your level of motivation to make the desirable changes.
IMPROVEMENT THROUGH REFLECTION - To learn more about this author, visit Sohan Singh's Website.
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IMPROVEMENT THROUGH REFLECTION
1. What happened and why did it happen that way?
2. What did you feel, think and do as it was happening?
3. What were the main learning points from the experience?
4. What will you do differently as a result of this reflection?
The format has four questions or four sections which at first sight seem deceptively simple. But as you grow in familiarity with it, it can become a powerful learning tool.
Section 1: What happened and why did it happen that way?
This section aims to raise self-awareness of events. A Coach or mentor can encourage deeper insights which can lead to a better understanding of your situation
Section 2: What did you think, feel and do as it was happening?
We are not normally in touch with our feelings, and the question encourages you to be more aware of your emotions, and to surface thoughts as well as your behaviour. It is important because they are linked. In Cognitive Behavioural Psychology there are three modalities of ‘self’. These are respectively, behaviour, emotion (feelings) and cognition (thought processes). Behaviour refers to bodily movements or motor actions but also includes verbal behaviour or speech. Emotion refers to arousal or feelings. The three modalities are not only interlinked but are interlocked. One affects the other. Normally we do what we think, and sometimes act first, and then think. Our behaviour and our thoughts affect us all the time. A Coach may need to be persistent and probing to help a client address some of these emotional intelligence questions.
Section 3: What were the main learning points from the experience?
The above mentioned notes will help you to complete this section. This section encourages objectivity and awareness of learning from experience. It asks you to think through and capture what was learned. It is something which you are going to keep with you that might even inspire, encourage or motivate you to do better next time.
Section4: What will you do differently in the future as a result of this reflection?
This is about the changes which are to be made in the light of your learning. It encourages the application of your learning so as to improve your every day practice and behaviour. It is not about recording a good intention only. You may wish to set another SMART goal to reflect the action you are going take. What action you will take may depend on your level of motivation to make the desirable changes.
IMPROVEMENT THROUGH REFLECTION - To learn more about this author, visit Sohan Singh's Website.
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Leanne Hoagland-SmithAre your sales where you want them to be? Will you be one of the few who achieves sales or business success or one of the many who have failed to change? Are you tired of being told you are like everyone else? Then you may find my first book on sales of interest. Be the Red Jacket in the Sea of Gray Suits, The Keys to Unlocking Sales available at Amazon or at http://www.processspecialist.com/red-jacket.htm. This book is a reflection of my no-nonsense approach to improving sales to overall business results. If you are truly committed to making sustainable changes, then I can help you secure a positive return on your investment because I focus on executable solutions not telling you the problems you already know you have. From training to corporate (group) coaching to executive one on one coaching, my approach is to assess, create awareness, build a goal driven action plan and then execute. The bottom line question is "Not do you or your employees know it, but do you or they want to do it?" Please call for a free strategy session at 219.759.5601. - Visit Leanne Hoagland-Smith's Website |
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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