Year-End Reflection Exercise for Leaders and Teams
A More Sustainable Way to Close the Year
Leaders often look for an effective year-end reflection exercise that brings clarity to their team. This structured review helps you identify what is complete, what is essential, and what deserves attention in the year ahead.
The Leadership Continuity Review
A structured reflection for individuals and teams
You can use this as an individual exercise, in a team meeting, or as part of a year-end conversation with direct reports.
Grab the Leadership Continuity Review Facilitator Guide to help bring this conversation to your team.
1. Identify what is complete
Every year contains work that reaches a natural stopping point. Some projects come to a close. Some habits lose their usefulness. Some expectations no longer fit the current direction.
Prompts:
What work feels complete for now?
What responsibilities can be released or simplified?
What processes no longer match the needs of the team?
Outcome: A list of work that can be closed or restructured.
2. Clarify what remains essential
Some work should naturally continue; address that here.
Prompts:
What contributed to meaningful progress?
What supported collaboration and connection?
What still aligns with the organization’s goals?
Outcome: A clear understanding of the priorities that remain central.
3. Notice what is emerging
Rather than finalizing new goals, begin by paying attention to the signals that are already present.
Prompts:
What new questions surfaced throughout the year?
What themes continue to appear in conversations?
What environmental or organizational shifts require attention?
Outcome: Early awareness of work that may become important in the next year.
4. Assess capacity and conditions
Many leadership challenges are not related to strategy but to capacity. This step helps identify the support and structure needed for healthy execution.
Prompts:
Where did the team experience strain?
What practices or rhythms supported effectiveness?
What resources, skills, or boundaries could strengthen the work?
Outcome: A set of capacity-building actions for early in the new year.
5. Commit to one leadership action
End with a single commitment that influences your presence or your approach as you continue to address what emerged in steps 1-4. Keep it specific and manageable.
Examples:
I will slow the pace when clarity is needed.
I will communicate expectations earlier.
I will ask more questions before offering direction.
Outcome: A personal commitment that shapes leadership behavior in the next season. Post this somewhere you can see it every day.
Why leaders use this practice
This reflection process helps individuals and teams pause long enough to see their work with accuracy. It creates alignment without pressure. It supports intentional planning and provides a steadier transition into the next season of work.