In my leadership coaching and training I often use the concept of “mirroring” (psychodramatic) to enhance leadership development. It is not unknown to many of the population that a good friend is a good “mirror” or that a valued colleague is an honest sounding board. Extending this popular understanding into the development of emotional intelligence (increasing self-awareness, self-knowledge) is readily facilitated by the simple analogy of the “mirror”.
As a coach I might “mirror” my client to enable then to see themselves, their attitudes, their (limiting/or not) beliefs, their physical posturing, their body language (telling a thousand stories…….). This in itself is revelatory, and very useful in increasing self-awareness and self-knowledge.
And the “mirror” can be used in other ways: For YOU the reader:
Have you ever tried standing in front of the mirror and speaking the truth to yourself on a matter of importance? It is a grounding and useful experience.
Or
Have you ever looked at yourself in the mirror and spoken the truth that was never spoken out loud before? It may be “discomfiting”, but it will be a milestone event in developing self awareness, knowledge, and confidence.
IN EXECUTIVE COACHING:
In executive coaching I found it useful to use the mirror exercise when working on a particular leadership competency. Practicing negotiation skills, opening gambits, the unspoken feelings conversation (as in the “Difficult Conversations and How to have them”) etcetc are all facilitated in using the mirror.
A major reason for the effectiveness of the mirror in developing these skills is in my experience, is the enhancement of the relationship with the leader-self , which includes self awareness, self knowledge and self commitment.
