Reflecting in Still Waters: Insights from Lao Tzu

Today’s quote comes from Lao Tzu: „In flowing water, one cannot see one’s own reflection, but in still water, one can.“

In flowing water, we can only discern vague outlines or shadows of our faces—what we see is not personalized or distinct; it could belong to anyone. Each of us processes our experiences, both consciously and unconsciously, reflecting on our actions and those of others. When a day is hectic and relentlessly scheduled, the surrounding chaos makes it difficult to recognize our own contributions, hindering our opportunity for learning and personal growth.

Nevertheless, our subconscious is at work, attempting to make sense of uncomfortable situations. If we fail to take the time to reflect and think calmly about what has happened—what our role was and how we interpreted the situation—we risk allowing our subconscious to draw its own conclusions. We strive for consistency in our reactions, wanting to appear logical and coherent to ourselves. This means we often deflect negative behaviors and attribute them to others.

Recognizing our own part in a situation requires stillness and reflection. Without this, projection occurs: we transfer our own behaviors that contributed to a challenging situation onto others. This can only happen when the waters are turbulent, obscuring the contours of our own actions.

A valuable exercise for reflection is the Five Finger Method:

  1. Thumb: What have I learned from this?
  2. Index Finger: How did I represent my own goals? Did I understand the goals of others?
  3. Middle Finger: How did I feel? What emotions did I experience?
  4. Ring Finger: How did I support or help the other person?
  5. Little Finger: What have I done for myself? Was I truly present?

As we navigate the complexities of our interactions, let us strive to find those moments of stillness that allow for deeper reflection. How can you create space in your life to recognize your own contributions and foster personal growth?

Two sides of feedback

Feedback is the result of the comparison between the target and actual state by a second person.

If the assessment of the state between actual and target is the same in the eyes of the second person, then the feedback is positive. The feedback recipient receives recognition and appreciation. The difference is that recognition refers to performance and appreciation refers to personality.

If the target and actual state do not match on the part of the feedback giver, the feedback receiver is criticized. We can learn from both. From the positive perceived feedback, we learn to conform.

From the negative perceived feedback, the criticism, we can learn where a second person sees improvements for us. Studies have shown that negative feedback, criticism, can lead to improved performance (Kluger & DeNisi 1996).

With any feedback, it is important to understand that the source of the feedback is the second person and their own construct.

If the feedback is given with good intentions and no hidden agenda, it is a fantastic resource for the feedback receiver to learn from.

However, feedback can also be part of:

  • Instrumentalization in the form of manipulation techniques, such as false compliments or in the worst case with the intention of humiliation.
  • Projection of one’s own behaviour, this happens unconsciously, the feedback giver’s own behaviour is transferred to the feedback receiver.

Examine the mindset with which feedback is given and consider whether you can learn from it or whether it is done in an instrumentalized way. 

In this way, the feedback receiver has the chance to learn twice:

  1. About the self: How others, especially the feedback givers, observe and evaluate feedback receiver own behaviour.
  2. About the feedback giver: With the feedback, the construct of the feedback giver will be uncovered.

For further information read this article Valence of feedback (positive vs. negative feedback)