ABSTRACT
The key is to identify our strengths and development areas and use those strengths to harness the development of the areas where improvement will have impact on our Emotionally Intelligent Leadership (EIL) performance. For most of us there are 2–5 granular behaviours that if developed will significantly improve our EIL. Our strong belief is that any organisation's system for assessing performance should connect it with specific development and include objectives that are beyond just achievement of business targets. It should include behavioural objectives and development needs. The actions committed to in the action plan mentioned previously are ideal for including in the objectives to be achieved. When we do reflect it is likely to be in a random or unstructured way, and even those who are natural reflectors often fail to convert reflections into actions. The technique we suggest is known as a "Reflection Note" and it provides the structure for developing the habit of rigorous reflection of learning experiences.
