What every leader should do before January 1
We’re all familiar with the need to plan ahead in business, and we set time aside for goal-setting and planning as a result. But what about time for reflection? Do you concentrate as much on looking back as looking forward – and if not, why not?
Although it’s important to focus on the future, reflection is equally as vital for any leader. In fact, according to Mike Ader from Vivid Grey, without reflection, it’s incredibly hard to make meaningful improvements or effectively plan for what’s to come.
That’s why reflection should be a part of every leader’s routine. While the end of the calendar year is the perfect time to review results and activity, it can happen at any time to fit with your planning cycle. The important thing is that your reflection goes beyond simply evaluating outcomes, and works on understanding past successes and setbacks in order to inform the future.
Reasons to reflect
Taking time to pause and reflect helps leaders step back from daily operations and gain an overview of the business. With this ‘helicopter’ view comes a much clearer perspective on what has worked, what hasn’t and crucially, the reasons why, bringing clarity and focus and ensuring that planning is based on real insights, rather than assumptions or guesswork.
Looking at the big picture also avoids rushing into decisions and allows for activity to be reassessed with a greater focus on its purpose – are these strategies still effective and in line with business goals? Too often, things continue through force of habit rather than because they’re the best option for the future of the business.
Key tools for reflection
Reflection is most effective when it is structured and intentional. Following a clear framework or process ensures that specific areas such as performance, strategy, team dynamics and external influences are all considered and the time spent results in clear, actionable insights.
Using a combination of the following tools allows leaders to not only understand their organisation’s current position but identify opportunities for improvement, and create strategies to make the necessary changes.
Workshops provide a collaborative space for teams to share insights and perspectives following the end of a particular project or time period. Avoid casual chats and use more structured formats to help to gather feedback on what worked and what didn’t.
Data reviews offer an objective look at performance using statistics and numbers. Analysing financial reports, customer feedback and KPIs can identify patterns that explain successes or underperformance and allow more informed decisions to be made.
People reviews help leaders better understand how to support and empower their teams for growth. Review 1:1 meetings and employee surveys to assess morale and engagement and identify skills gaps and training opportunities.
PESTLE analysis should be reviewed regularly, to understand how changing political, social, technological, legal and environmental factors are affecting your business and what you need to do in response to these external challenges and opportunities.
Using learnings to move forward
We’ve already covered the importance of reflection in planning and the need to take a structured approach. But how exactly do leaders translate the results, analysis and learnings that come out of the workshops and reviews into a strategy for the business?
There are six key stages:
- Ask “Why are we doing this?”
Ensure the organisation’s overarching purpose is still clear and relevant. This helps to clarify priorities and in turn, guide future decisions and actions. It’s also an opportunity to confirm whether the current strategies are still aligned with the mission and values or if adjustments are needed to stay on track.
- Adjust SMART goals
You should have annual Specific, Measurable, Achievable, Relevant, and Time-bound (SMART) goals to provide long-term direction, but breaking them down further into interim milestones, such as 90-day goals, helps to maintain focus by giving teams a series of stepping stones towards the end goal.
- Identify strategic priorities
Strategic priorities are those three to five areas that drive the organisation forward – and where energy and resources should be focused for the year and in each quarter. Identifying these core areas prevents distractions and ensures alignment across teams and departments, and with the overall vision.
- Ensure efficient and effective processes
Processes are the backbone of any operation, and they should support rather than hinder progress. Identify bottlenecks or other inefficiencies and work to overcome them by implementing new technologies or redefining roles and responsibilities.
- Empower your team
Culture plays a pivotal role in how teams perform and adapt to challenges. A strong culture fosters collaboration, accountability and innovation, and using measures such as training and development, improving communication channels and better recognition can empower teams to deliver.
- Measure progress
Without clear metrics, it is impossible to measure success or progress over time. Introducing KPIs and formal review points, such as quarterly updates, means everyone has clear criteria against which to report and adjust strategies.
The need for personal reflection
Much of this article has covered reflecting on the goals and progress of the business as a whole, but a big part of business success is strong leadership. Leaders play a pivotal role in shaping the direction, culture and achievements of their organisations – but to be as effective as possible, they must do some inward looking and reflection of their own.
When leaders reflect on their own styles and abilities, they identify strengths and ways to step outside their comfort zone to better inspire and empower their teams. The best leaders also recognise the importance of adapting to experience, feedback and the needs of the business, and taking time to assess and adjust their performance in the following common areas ensures they’re in the strongest position to drive growth.
- Delegation and trust
Leaders who try to do everything themselves risk burnout and fail to empower their teams, undermining trust and ultimately limiting what the business can achieve. Reflection helps leaders identify tasks they can delegate, freeing them to focus on strategic priorities while building their team’s confidence and skills.
- Communication
Effective leaders are clear, transparent and empathetic, ensuring their teams understand goals and expectations. Reflecting on communication styles can reveal whether a leader is truly connecting with their team.
- Professional growth
Leaders should be staying updated on industry trends and refining their skills so they’re not only armed with the latest knowledge but are modelling a culture of growth and adaptability.
Create a confident start to 2025 and beyond
Reflecting and refocusing builds momentum and lays the foundations for a confident start to 2025. But as we’ve said, reflection is not only a year-end exercise. Taking the time at any point to evaluate what has worked and what hasn’t, and set goals, strategies and tactics based on those insights encourages teams to work towards a shared purpose.
Ambitious, aspirational goals drive growth and push boundaries – but don’t be unrealistic. Use the knowledge you’ve gained to ensure targets are achievable, and you’ll see motivated, confident teams, striving for success.
