https://web.archive.org/web/20250401051031/https://ruk.ca/sound/so-are-you-harvesting-hours-day-which-youre-dedicating-yourself

Two things: - the notion of 'harvest' i.e. both putting what you created into the world with yourself and acknowledging what you did/created, celebrate it in some way. Not what I do at all, I tend to switch to the next thing and forget about the previous. - the notion of seeing your daily practice as practicing (NB vgl [[Deliberate practice 20220715150100]] which is disregarded here, so the rote / routine parts of your daily work are swept up as part of practicing.), asking what it is you're practicing at becoming (as both in intentionally, and by how you get shaped by what you do, and contrasting them both for reflection). Sees the practicing as a type of harvest of point one.

This sounds like gratitude journaling, daily check-outs, interstitial journaling, and such but tied to [[% Interessevelden 20200523102304]]. Also sounds like [[Compound interest of habits 20200916065059]]

Michele Rigolizzo, & Zhu Zhu. (2020). Motivating reflection habits and raising employee awareness of learning. Evidence-Based HRM: A Global Forum for Empirical Scholarship, 8(2), 161–175. https://doi.org/10.1108/EBHRM-11-2019-0102

https://search.ebscohost.com/login.aspx?direct=true&AuthType=shib&db=edsemr&AN=edsemr.10.1108.EBHRM.11.2019.0102&site=eds-live&scope=site&custid=uphoenix

PurposeWhile research has shown reflection is a valuable part of individual learning, developing reflection habits has remained notoriously difficult, particularly for working adults. We explore whether an intervention of being able to review previous reflections will affect employee engagement in future reflection activities and raise their awareness of learning opportunities at work.Design/methodology/approachWe conducted a large-scale field experiment, including 136 employees from an international bank in Europe, in which participants were asked to reflect twice a week for eight weeks. Participants were randomly assigned to either a group that was given access to their previous reflections, or a group that was not.FindingsWe found that individuals who were able to see their previous reflections wrote significantly more subsequent reflections than the other group. In addition, those who could see their previous reflections used more words related to learning and cognition.Practical implicationsOften employees may feel they are only learning when they attend formal trainings. However, this paper provides concrete guidance for how human resources management (HRM) managers can boost employees’ informal learning and awareness of the learning opportunities inherent in challenging work.Originality/valueThis study furthers research on using HRM interventions to facilitate informal learning activities, in particular, methods to motivate systematic reflections and raising awareness of learning opportunities. Our findings suggest that developing habits of reflection and improving awareness of learning opportunities encompasses more than simply writing reflections, but should include processing previous writings.