Index

Development of Personal Reflection

Jarvis (1994) suggests that knowledge of a situation itself can be an end to the process. I think this is equally valuable to any potential resultant action we might take. We should not believe that we must act on our conclusions if this is not necessary. Indeed a consideration of a present situation may impact our decisions at a later date. The time for reflection therefore should be also valued. Times for reflection or personal evaluation need to occur for us to gain a better understanding of our role at work and this is perhaps more fundamental than what structure of reflection we choose to use.

It has been noted in the last blog that the models and theories analysed are less useful in aiding my understanding of reflection itself than it does experiential learning (or what I actually consider ‘reflective learning’). Never the less they have given me a new appreciation of how important and useful the reflective process can be for personal development. Previously, structured reflection was considered a measurement tool corporations use to ensure that they were getting value for money and that you delivering what is required. It is now considered useful in its own right and that structuring the process can provide a greater appreciation of what is being reflected on. Johns (2000) rightly suggests that concentration and time is required to make the most out of reflection. This is logical, but often difficult to achieve in an office environment. It is important though and needs applying to future periods of reflection.

There is also a need to appreciate that reflection itself is fluid and that different avenues need to be explored to provide a more considered understanding of the situation or ’subject’ of reflection. As the idea of ‘personality types’ demonstrates, we all approach a situation differently and this is influenced by certain characteristics. Therefore a reflective structure that is personally useful should also be subject to development and one that is made to suit to the contexts I operate in (for example the marketing industry, a small team, few direct colleagues in my discipline). Above we found that structuring the process is important. I believe that my personal characteristics influence my work to a fair degree and as such think it is also necessary to incorporate this into an action plan. It will ensure my plan specifically helps me in improving the most relevant areas of my existence. The need for development in both our short (a few days) and mid-term (a few years) engagement with work is deemed important...