Why reflection is critical What is

Why reflection is critical

MARTIN PRATCHETT MEngNZ

Critical reflection is a technique used to actively reflect on your past actions, behaviours or experiences, in order to plan and improve your competencies and performance. But how should you approach it, what’s involved, and how might it help you in your work?

Also known as action learning and continual improvement, the aim of critical reflection is to continuously improve performance and outcomes. It’s used in systems like Six Sigma – a set of techniques and tools for process improvement introduced by an American engineer at Motorola in the 1980s – and it’s characterised by an ongoing cycle of three steps: plan, act/do and reflect.

Step 1: Plan

Decide on the areas you’re going to develop or improve and how you will do so. Identify the competency you’ll focus on – this is often aligned to your career, role, firm or trends. Write a specific goal based on this competency then break it into small, achievable steps. Ask yourself how you’ll know when you’ve achieved the goal – what does success look like? Identify the support and resources that will help you achieve your goal.

Step 2: Act/Do

Consider what you’ll do to practise and develop that ability or skills. Do what you said you would do. Use the resources around you to learn and get feedback, and take opportunities to observe and learn from others. And remember, most learning occurs from on-the-job experience.

Step 3: Reflect

Examine how things went – what went well, what didn’t and what are you going to keep working on? Seek feedback from a wide range of sources. Critical reflection recognises that much of your learning and development happens on the job, supported by those you work with.

Why is critical reflection important?

It enables you to build competencies and capabilities (skills, knowledge and attributes) through a deliberate and structured approach. It benefits everyone you work with – organisations, teams, individuals – and benefits projects, improving performance and outcomes. Furthermore, applying critical reflection and documenting progress can contribute to continuing professional development (CPD). However, you need to understand the bounds of your competence and where you want to grow your knowledge to improve. (See engineeringnz.org for more on this.)

Working with mentors and coaches

Critical reflection works best when you drive your development and growth. It also recognises the role of coaches and mentors to help you upskill and embed new knowledge and skills on the job.

Your role

— Keep a record of your competence, areas to develop and your CPD. If you're a member of Te Ao Rangahau you can log your CPD hours and work records in the online member area. — Identify the overall competencies you want to work on (and break these into smaller, achievable, measurable steps). — Communicate with those who are supporting you (for example with supervision, coaching and specialist knowledge). — Document courses you attend and engage with, showing how you have been an active participant and are making changes to enhance your performance. This includes providing examples of where you have used the information gained in your day-to-day work, or a specific project. — Record actions you have taken from conversations and feedback from others.

Tips for mentors and coaches

— Ensure you understand their focus for competency development. — Offer suggestions on courses, readings and research, practical activities and specialists to engage with. — Suggest practice activities, for example, specific project work under the supervision of an expert. — Provide feedback and coaching opportunities. — Support them to develop their knowledge in measuring progress in their development. — Be positive – encourage effort and grit and recognise achievement.

Remember, it’s not the role of the mentor to be the expert.

Find out more about critical reflection, including how to apply the critical reflection cycle, and a handy template, at engineeringnz.org Martin Pratchett MEngNZ is Engineering Practice Manager at Te Ao Rangahau.