This paper examines the role of professional self-reflection among middle-level managers, particularly emphasizing how digital tools can support this process. The aim is to explore how self-reflection contributes to managerial self-development, decision-making, and leadership effectiveness in modern, technology-supported organizational environments. A quantitative survey was conducted with 103 middle-level managers using an anonymized questionnaire distributed electronically and in person. The survey investigated their understanding of self-reflection, the frequency of its practice, perceived risks, preferred methods, and interest in further education on the topic.
90% of managers consistently engage in self-reflection, and more than half use the results in their job. But very few people actively seek education in this field. Time limits, excessive self-criticism, emotional subjectivity, and a lack of confidence are all major obstacles to self-reflection. Although digital technologies like audio/video recordings have the potential to be useful, managers still mostly rely on observation, notebooks, and feedback. Professional self-reflection is universally accepted as essential, yet there is still a lack of systematic implementation and practice integration. Organizations may encourage reflection, lower psychological obstacles, and boost productivity by investing in technology-enhanced tools and systematic self-reflection training. Future studies should concentrate on the long-term impacts of digitalized self-reflection techniques on organizational success and managerial effectiveness.
