ABSTRACT
Reflection can be over a period of time, or in a moment and used only for difficult or negative experiences, used as a punishment, taken out of context, or seen as a magic wand. In other words, reflection should be a supportive, ongoing process, used to consider contexts, what is going well and what needs further development, as part of an ongoing approach to Continuous Professional Development. Continuous Professional Development should be about offering positive performance management opportunities and supporting all staff to succeed in their roles. And therefore, all of these activities can and should be linked to opportunities for reflection. Reflection opportunities provide valuable evidence for both practitioners and leaders. On one hand there will be clear evidence of what is working well, and on the other, clear evidence of what needs further development.
