This paper presents a self-reflective 360-degree feedback study in which the author solicited perceptions from family members, friends, and community representatives to construct a Reflected Best Self (RBS) portrait. Drawing on Roberts and Dutton's RBS framework, the study identifies ten emergent themes — including integrity, truthfulness, punctuality, helpful behavior, positive coaching, and continuous improvement — and analyzes their frequency across fifteen respondents. The paper then connects these identified attributes to broader leadership competencies, including inspirational motivation, precision planning, Total Quality Management principles, and the empowerment of others, concluding that the attributes documented will serve the author well in future organizational leadership roles.
The objective of this study is to conduct a 360-degree feedback exercise in the form of self-reflection about a time when the author of this work was at their absolute best, as well as to examine the perceptions others hold of the author. Understanding what the Reflected Best Self (RBS) framework comprises is necessary in order to interpret the information received through the interviews and surveys in this study.
The work of Laura Morgan Roberts and Jane E. Dutton, entitled "Composing the Reflected Best-Self-Portrait: Building Pathways for Becoming Extraordinary in Work Organizations," reports that the word reflected is used to "emphasize that this self-portrait is based on our perceptions of how others view us. Family members, friends and acquaintances, and organizations provide us with feedback about who we are, and this information is integrated into our self-concept" (Roberts & Dutton, n.d., p. 4). The word best is used to refer to "the strengths, contributions, and enduring talents that each person brings to a situation. Taken together, this means that through interpretations of experiences and interactions in the social world, each person composes a self-portrait of his or her own strengths and contributions. We posit that the process of composing the reflected best-self-portrait creates a pathway to becoming extraordinary, in that it involves envisioning the self at one's best, and then acting upon this vision to translate possibilities for the extraordinary into reality" (Roberts & Dutton, n.d., p. 4).
Roberts and Dutton define the Reflected Best Self (RBS) as a "person's cognitive representation of the qualities and characteristics that a person displays when one is at his or her best." Their definition shares features with self-schemas, which are defined as "cognitive generalizations about the self in particular domains, derived from past experience, that guide the processing of self-related information contained in the individual's social experiences" (Markus, 1977, p. 64). Like self-schemas, the RBS is based on past experiences and guides the processing of personally relevant information generated in the social world (Roberts & Dutton, n.d., p. 6).
The methodology of this self-reflective study involved sending an email to respondents that sought to gather information providing the author with deeper insight into their own qualities and characteristics.
The respondents in this study include siblings, parents, grandparents, family friends, and representatives from the author's church community.
Respondents in this study — who included family members of the author — noted that the author takes responsibility for their own actions. The author's previous part-time employer, where the author worked as a hair stylist, also noted this quality. Respondents further noted the author for precise planning and a clearly identified sense of purpose in their work.
Due to the author's Middle Eastern cultural background, respondents observed a gift for diversity in perspective and flexibility in problem-solving. It was also noted that the author seeks ongoing self-improvement and learns from past mistakes. The author was described as a great listener and an efficient manager of both time and resources. Respondents further noted the author's ability to motivate people, empower others toward their goals, and demonstrate positive coaching skills. Truthfulness and strong emotional self-control were also identified as notable strengths.
The analysis of information provided by respondents led to the identification of the following emergent themes:
(1) Integrity: Out of 15 responses in this category, the author was linked to integrity attributes 8 times.
(2) Truthful: Out of 15 responses, the author was linked to truthfulness attributes — including honesty — 13 times.
(3) Prompt: Out of 15 responses, 12 respondents noted that the author is extremely prompt when scheduling meetings with others.
(4) Helpful: Out of 15 responses, 12 respondents identified the author as helpful to others.
(5) Critical: The author's sibling brought to light that more positive motivating skills are needed when dealing with the shortcomings of others in life, social settings, and the workplace.
(6) Positive Coaching: One longtime friend noted that the author had provided great motivation in that respondent's life through positive coaching toward goals the respondent had previously set.
(7) Empowerment of Others: The author is identified as an individual who effectively empowers others toward their goals.
(8) Precision Planning and Clear Goal Vision: Respondents noted the author's capacity for precise planning in pursuit of a clearly envisioned goal.
(9) Continuous Improvement: Respondents noted that the author acknowledges mistakes and works actively to correct them.
(10) Wise Use of Time and Resources: Respondents identified the author as a wise manager of both time and resources.
The author has determined that the attributes identified in this study will assist in future endeavors. Specifically, the ability to empower others will support future work in terms of motivating people to reach goals and complete tasks. According to Entrepreneur, among the top characteristics of effective leaders is inspiration, because "employees need someone to look up to for direction, guidance and motivation… employees need the boss to inspire them by word or action" (Javitch, 2009, p. 1). Javitch further reports that even when all is going well, "the leader may at times need to step in personally to offer a suggestion or encouragement to ensure that employees perform their jobs in an optimal manner" (2009, p. 1).
Respondents noted that the author is skilled at planning and is a wise user of time and resources. Planning is widely recognized as essential to organizational leadership, involving consideration of tasks and objectives, resources such as equipment, knowledge, skills, and attitudes, as well as available alternatives (Leadership Skills, n.d., p. 1). A good plan should be written down and regularly reviewed. All of these attributes are needed by those in leadership roles, and this study confirms that the author possesses them — enabling the author to influence group performance by setting an example and empowering others in the execution of established plans.
Respondents also identified the author as a person of integrity. Integrity will enable the author to lead effectively, as it fosters respect within an organization. Punctuality is another attribute confirmed by respondents; arriving on time to meetings and work sets a standard that others in the organization can follow. Perhaps most importantly for long-term leadership growth, respondents noted the author's willingness to acknowledge mistakes and strive for continuous improvement of their Reflected Best Self.
Continuous improvement carries significant weight in today's business environment, which increasingly focuses on Total Quality Management (TQM) principles. TQM is a method "by which management and employees can become involved in the continuous improvement of the production of goods and services. It is a combination of quality and management tools aimed at increasing business and reducing losses due to wasteful practices" (Hashmi, 2010, p. 1). One of the primary components of TQM is continuous improvement, which encompasses the attainment, maintenance, and ongoing elevation of performance standards (Hashmi, 2010).
This self-reflective study sought to examine the author's individual qualities through the perceptions of others. The study was well informed by the opinions gathered via the email request. The author was found to possess key attributes associated with effective leadership, including the ability to empower and motivate others, a capacity for precise planning and execution, and a commitment to acknowledging and correcting mistakes through continuous self-improvement.
These attributes — integrity, truthfulness, positive coaching, punctuality, and wise resource management — will serve the author well in future workplace endeavors and support effective leadership within any organization. The process of composing a Reflected Best Self portrait has clarified the author's strengths and provided a foundation for translating personal potential into extraordinary organizational contributions.
The following table maps emergent themes to representative respondent statements and the author's interpretation of each:
"Linking personal strengths to leadership practice"
"Key findings and leadership readiness affirmed"
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