Modern leaders use reflection as a powerful tool for learning and growth. Here are some practical tips and habits we recently learned about reflection from learning leaders in our network.

JFK said "Leadership and learning are indispensable to each other,” and it turns out he was onto something. We recently gathered a group of learning leaders together to explore a simple but powerful truth: the example we set might be our most important leadership tool. And the research backs this up - leaders who make time for regular reflection see their decision-making effectiveness jump by 23%, while their teams show 28% higher engagement.

What Really Sets Leaders Who Reflect Apart?

Here's something fascinating that emerged from our discussion. When we asked about leadership experiences, a clear pattern emerged. The leaders people struggled with most shared some telling traits: they kept their cards close to their chest, micromanaged everything, and seemed more interested in control than growth. For young professionals especially, these behaviors created a particularly tough environment, often leaving them questioning their own worth.

But on the flip side, the leaders who truly made a difference showed up differently. They created breathing room for growth and reflection. These leaders set the bar high, sure, but they also gave their teams the support to reach it. They weren't afraid to share their own stumbles and setbacks. Most importantly, they saw their team members as whole people, not just job titles.

One story really captures this. A participant told us about a supervisor who championed self-care years before it became a LinkedIn buzzword. Even when things got chaotic, this leader stood firm about protecting time for reflection and renewal. The result? A team culture that allowed others to implement the same reflective habits.

Putting Reflection into Practice

So how do you actually make reflection part of your leadership toolkit? We've found three frameworks that really work:

John Driscoll keeps it simple with three questions:

• What happened? (Get the facts straight)
• So what? (Find the meaning)
• Now what? (Plan your next move)

The CARL Model takes you deeper:

• Paint the picture of what went down
• Get honest about how it made you feel
• Think about why it matters
• Figure out what you're taking away from it

Gibbs' Reflective Cycle offers a more structured path, walking you through description, feelings, evaluation, analysis, conclusions, and planning.

Making It Real: Your Next Steps

Here's what's working for leaders right now:

Block off reflection time like you would any other important meeting. At our company, we run retrospectives after every project, celebrating wins and learning from the rough spots.

Remember that leadership isn't one-size-fits-all. Your team members are different people - treat them that way. Keep your principles steady but adjust your approach.

Create moments for real connection. We love using Seth Godin's Thanksgiving Reader as inspiration for sparking team discussions that go beyond the usual status updates.

Share your own growth stories. When you open up about your challenges, you make it safe for others to do the same.

A participant said something that stuck with us: "We need to spend time reading the book of ourselves." That's what great leadership comes down to - knowing that your growth and your team's success are two sides of the same coin.

Join Our Next Learning Leader Lab!

Want to dive deeper into leadership reflection with other learning leaders? Join our next Learning Leader Lab by registering HERE.