Reflection is a key leadership skill which requires a conscious effort. The more you practice it the easier it gets. Basically it helps you learn from experience. The benefits of regular reflection are many, it: Develops creative thinking Increases self-awareness Creates a space between stimuli and reaction helping you choose better your reactions to events Increases your emotional intelligence Increases your understanding of situations and people Gets you in touch with your deeper thoughts and feelings Is a good compass for heading towards the direction you want Increases your wellbeing and those around you Gives you personal and professional growth Boosts good relationships Enhances problem solving There are many important leadership skills. Get in touch to know more about Brighter Leaders’ leadership assessment that can boost your personal and professional growth.

We are many who have not been able to meet colleagues and employees for many months. Digital meetings may happen more often than your previous IRL meetings, but how would you assess the quality of your digital meetings? Within the framework of Covid-19 restrictions, it is possible to meet physically. Nothing replaces physical encounters and you and your team need to see each other again and be reminded of how wonderful you are. With the aid of an experienced leadership developer, Brighter Leaders can facilitate this meeting and give you as a manager and leader the opportunity to be one of the team for a few hours or a whole day. There is a clear purpose in investing in your team right now. A morning or afternoon together after so many months of being seen with social distancing can make you: Reach the next level as a team Get tools for better collaboration Get members to express their views on what characterizes a team and come to a common view Work with selected aspects that you need to improve as a team to find concrete actions at individual and team level Encourage everyone to take greater personal responsibility Get increased energy, motivation and team spirit Let thoughts and feelings come out and be expressed in safe ways after many months of physical distancing Contact Lizzie Claesson so you may describe what you need as a team and what you want to achieve with your team building.

Some advice for you who are going to hold the development interview with employees: Create a good climate in the conversation, try to listen on a deeper level and receive feedback. A good thumb rule is 70-30, where you as a manager should listen 70% and talk 30%. Feel free to ask open follow-up questions. Open questions are those that help the employee to talk e.g. Why? When did you experience it? How? Can you describe more? How? Try to handle the answers in a responsive way. For example, you can say something like "I hear what you say, let me come back" or "can you develop", "what do you mean when you say…" It is good to give positive encouragement during the conversation and ask questions when you see that the employee does not have self-insight in their areas of development, e.g. "How could you…", "what would it mean if you for instance should... Ending a conversation clearly is as important as starting it clearly. Keep track of time without stressing. Rather set aside more time than too little. Ask the employee to sum up the conversation and fill in what he / she has missed. Important things to bring with you at the end of the conversation are: Who does what and when What is to be documented How should the conversation live on during the year as a clear plan for the work. Were these tips helpful? You can download the questionnaires that forms the basis for your employee development meeting here.