Methods of self-reflection: How to become a better boss

The ability to self-reflect is one of the key factors for successful managers. As a manager, you act as a role model for your team, conveying a sense of security and setting an example of motivation. It is therefore all the more important that you fulfill this role well and are able to make corrections when necessary. But how can you take an external look at your own management style? Here we present methods for self-reflection that you can use to become a better boss.

Methods of self-reflection and why they are so important

We expect children to learn from mistakes. Anyone who touches the hot hob once with the flat of their hand should not repeat this if possible. In adult life, learning from the past plays an equally important role in order to be able to readjust paths once taken. Even if everyone has their own leadership style, there are qualities that all managers should have. These include, among others:

• Resilience
• Patience
• Clarity
• Assertiveness
• Passion

- to list just a few essential skills. Have you ever asked yourself whether you have these qualities? The crux of the matter is that the higher up the hierarchy of a company, the less willing managers are to question their leadership qualities. Power and success stand in the way of opportunities and methods for self-reflection. Studies show that high-caliber managers become blind to their own misconduct. "Fallen managers" are evidence of this phenomenon.

Terry Borton's self-reflection model

The American teacher Terry Borton has developed a simple model of self-reflection that can help you learn from the past. The aim of this method is to be able to better question your own behavior in order to react more specifically and effectively to certain situations. The result of successful self-reflection is not only professional growth, but also personal growth. The method of self-reflection is also known as the reflection spiral.

Self-reflection in 3 stages

1. Step: Review: What happened?
   After a certain event, such as a negative employee appraisal, it is worth looking back. What exactly happened? How did I behave? How did I react to the behavior of others? This analysis helps you to determine the status quo. It is important to look back honestly.
   
2. Step: Inquiring about the background
   In this step, you search for the background to the situation that you are analyzing. What caused the conversation to take a negative turn at this point? The aim of this phase is to gain a better understanding of what happened. Your emotional world should also be given a place here. Reflect on what influence your behavior had on the other person's behavior.
   
3. Step: What do I intend to do?
   The last step is dedicated to the learning process. What do I intend to do to improve my behavior in the future? At this point, you can define specific guidelines for yourself on how to react better in a similar situation next time.

When implementing this model for self-reflection, it is important to take a constructive approach and be honest with yourself. It is not about digging for mistakes under all circumstances, but about learning from your own mistakes through self-reflection.

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