In today's world, productivity is often the standard of efficiency. Usually, we fail to reflect on our objectives and decisions or introspect about our sentiments and manners. Especially under tension, we are nervous, feel overwhelmed, and forget why and how. Interestingly, studies reveal that this focus on doing can harm our productivity. When we rush through assignments to meet quotas or goals, what are we sacrificing?

There are two primary types of workplace learning: experiential and deliberate. Experiential learning is what we acquire from completing similar tasks repeatedly. We can fulfill similar activities without risking burnout after getting used to the basics of a certain number of functions. Additionally, experiential learning allows us to apply our capability to complete tasks, even unconsciously.

In other words, disbursing some time to think about the significance of the assignment is far more beneficial to you than continuing to finalize tasks that are similar over an extended period, regardless of your proficiency.

Because of the claim, reflection has been promoted in workplaces worldwide, regardless of specialty, experience, or prestige, to be the crucial factor directly linked with the worker's adaptability. Reflection can be split into five distinct perspectives, each of which emphasizes particular practices:

1. The Constructivist

This perspective emphasizes development through personal experience. Constructivist reflection encourages employees to think about the meaning of their work and its relation to their role in the world around them.

2. The Psychoanalytic

Like the constructivist viewpoint, the psychoanalytic perspective highlights self-reflection, particularly self-exploration. Within this viewpoint, it is believed that people require to experiment with their learning.

3. The Situative

This perspective is more community-based than the two formers. People are believed to become better learners by actively participating in the surrounding community.

4. The Critical-cultural

This perspective questions the opinion of critical thinking about their surroundings. This school of thought suggests that everyone is a consequence of their environment and must examine why and who they are.

5. The Enactivist

As employees, people are encouraged to consider how every aspect of their lives connects to make them into the workers they are and how they can audit their experiences to become a better version of themselves.


With Training 4.0, the programs provide the company with a practical yet handful solution for your middle manager:

  • Customer Experience Management (CX 4.0)

  • Leadership Training (Leadership 4.0)

  • Sales Training (Salesforce 4.0)

  • Digital Marketing Training (DM.40)

  • Digital Business Strategy

  • IT Leadership and strategy

  • Recruitment and Employer Branding

  • Digital Transformation (DX 4.0)

  • Digital Workspace

  • Manager 4.0

  • Employ Experience (EX 4.0)

  • Strategic Thinking and Communication

  • Recruitment and Interview Skill 4.0

  • Business Writing

Stay tuned for VSHR further updates about our training 4.0 as to how we can help for your middle-manager:

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