Self-reflection
2010 Vitae Researcher Development Framework
descriptor B1.5
- What is self-reflection?
- Why is self-reflection important?
- How can you develop self-reflection skills?
What is self-reflection?
Self-reflection is an ongoing process of examining and understanding the impact of your values, beliefs, communication style, actions, and experiences.
The tools and techniques of self-reflection can apply to you as an individual or extend to your team, department, or institution. Self-reflection is about continually improving, striving for excellence, and encouraging others to do the same.
Why is self-reflection important?
Developing a deeper understanding of yourself and others influences how you approach tasks and interact, ultimately supporting your journey toward excellence. Self-reflection can clarify personal and professional goals by deepening your understanding of who you are and how you operate. Through this practice, you can identify work environments where you thrive, set clear goals based on strengths, and pinpoint areas for growth.
Seeking perspectives from others is essential for effective self-reflection. Actively engaging with supervisors, peers, and direct reports for feedback gives you a well-rounded view of your skills and conduct. When reflecting on experiences, make time to capture the full benefit of each opportunity for professional growth. For those supervising or managing others, encouraging formal reflection among team members can help them apply lessons learned to current and future projects.
How can you develop self-reflection skills?
Understand your personality type
Explore psychological assessments to identify your personality type and preferences, which may explain your natural tendencies in specific situations. Conducting this exercise as a team can foster a common language for discussing work styles, enhancing collaboration. Widely used examples include the Myers-Briggs Type Indicator (MBTI), the Enneagram, and the Lockwood Style Questionnaire.
Audit your skills
Review your strengths and areas for improvement by assessing your current skill set and identifying what needs development. Using a framework such as Vitae’s Researcher Development Framework, or skills listed in a current or aspirational job description, can help you get started.
Understand your learning style
Learning style preferences affect how you best absorb new information. Identifying your dominant learning style can help you choose training that aligns with your preferences, making development efforts more effective. Consider approaches like the Multiple Intelligence Theory (Howard Gardner, 1983) and the Learning Style Questionnaire (Honey and Mumford, 1982) to uncover your preferred styles.
Conduct a training needs analysis
A training needs analysis (TNA) compares the skills needed for specific tasks with your current abilities, often through a formal process with forms and discussions with your line manager. From this, you can create a targeted development plan to address any gaps.
Request focused feedback
Ask for feedback on particular areas you wish to improve, allowing you to focus on actionable steps. Good feedback should be balanced, so take time to clarify it and identify further steps for development.
Make self-reflection a regular activity
Build self-reflection into your regular routine rather than waiting for an annual review. Schedule bi-monthly check-ins with your line manager and direct reports to discuss progress and feedback.
Set clear, achievable objectives
Define what you want to achieve with Specific, Measurable, Achievable, Realistic, and Time-bound (SMART) goals to ensure they’re both motivating and feasible.
Example of action
- What are your objectives?
To actively seek feedback on my contributions to the research team. My goal is to listen openly to others’ responses and, where appropriate, make changes to improve how I conduct myself and interact with the team. - How will you measure progress and achievement?
Progress will be evident when I can identify at least one instance where I’ve modified my approach or behaviour based on feedback received, showing a proactive response and commitment to self-improvement.
Example of evidence
- Statement
I am committed to excellence and regularly seek feedback to improve my performance. - Situation
As a new and junior member of a well-established research team, I was eager to build my skills and grow my research career. - Task
At the end of my first six months, I decided to ask my colleagues for feedback on my contributions and areas where I could develop further. - Action
During my appraisal with my research manager, I requested feedback from several team members to gain a well-rounded perspective on my performance. - Result
The feedback consistently highlighted a need to improve my communication skills, particularly in keeping colleagues updated. In response, I made it a priority to share regular progress updates on my research and experiment outcomes. My efforts paid off, as my improved communication was later recognised and appreciated by the team.