Job shadowing

Job shadowing is spending time watching someone at work so you can see what their job is really like. The host explains their actions and shares their thinking, giving real-time guidance.

When job shadowing, you...

Accompany someone as they do their job.
Observe their tasks, understand the culture and appreciate career realities.
Ask questions to dive deeper into how they work.

82%
of job shadowing participants report feeling more confident in their careers.^[1]

Benefits

Increased professional growth.
Increased skill development.
Increased connectivity and networking.
Increased career progression and promotion opportunities.
Increased breadth of perspectives.

78%
of job shadowing participants described their work as more engaging afterwards.^[2]

^[1]NCDA: Career Development Quarterly, Volume 70, Issue 4, 2022.

^[2]Margevica-Grinberga, I., Kaleja, A. (2025). Job shadowing adults' non-formal education programme through social-emotional learning. Frontiers in Sociology, 10, 1524922.

Benefits

Shadowing is a powerful, reflective learning approach that creates meaningful opportunities for professional growth. It benefits both the host and observer through mutural learning and development. It provides:

Professional growth opportunities for both the host and the observer:

Hosts gain fresh insight through reflection and dialogue, while the observer develops their skills and practical knowledge.
Opportunity to gain new perspectives:

Observers experience real-world decision-making and leadership practices, broadening their understanding.
Increased connectivity and networking:

Shadowing builds professional relationships, reduces isolation and strengthens support networks across teams.
Effective professional development for aspiring leaders:

Observers learn by engaging with authentic leadership challenges, preparing them for future roles.
Transfer impactful practices and strategies into individual contexts:

Observers can adapt and apply observed techniques to their own contexts, improving effectiveness and innovation.
Making inferred processes visible:

Shadowing uncovers implicit aspects of any role, such as the negotiating, decision-making or problem-solving required to complete tasks, that are often hidden in daily operations.

Key characteristics

Reciprocal and collaborative
Structured and reflective
Experiential learning

What is it?

Job shadowing benefits both the host and the observer. It is an interactive experience where both parties learn from each other, fostering critical reflection, problem-solving, improved interpersonal skills for the host.

Achieved through...

Structured reflection sessions for both parties.
Joint problem-solving and learning during the shadowing.
Build ongonig and long-term professional relationships through peer learning.

What is it?

Shadowing should be carefully structured to enhance deeper learning, reflection, critical thinking and personal growth. It is important to incorporate preparation and reflection tasks before, during and after shadowing.

Achieved through...

Open discussions to define expectations, boundaries and objectives.
Address confidentiality concerns and potential challenges.
Create structured reflection and discussion opportunities.

What is it?

Involves direct, hands-on engagement, combining observation and interaction in real-world contexts. The aim is to move beyond surface-level learning toward deeper understanding and practical application.

Achieved through...

Define clear learning goals to guide the process.
Incorporate progressive complexity of the process.
Diversify the context and encourage reflection.

^[1]NSW Department of Eduction (2025). Professional supports for educational leadership development: shadowing. In SLI (Report).

^[2]Service, B.,Dalgic, G.E. and Thornton, K. (2018). Benefits of a shadowing/mentoring intervention for New Zealand school principals. Professional Development in Education, 44(4), 507-520.

^[3]Shan, X., Yulian, Z., Ng Mooi, A., Jiwen, L. (2024). Shadowing as a method of principal development: A qualitiative cross-case study in China. Educational Management Administration and Leadership, 52(3), 629-665.

Roles and responsibilities

For the host:

Be open to being shadowed.
Be respectful and committed to the process.
Create a growth-oriented and supportive learning environment.
Manage power dynamics prior to commencing.
Build trust and a psychologically safe environment.
Provide constructive feedback and negotiate effectively.

For the observer:

Consider why you are doing the shadowing.
Be respectful and committed to the process.
Set goals and objectives with your host.
Review and discuss outcomes.
Uphold confidentiality.
Ensure minimal disruptions to the host's work.
Ask questions, reflect and clarify skills and knowledge.
Build trust and a psychologically safe environment.

Tip

It is important to understand the roles and responsibilities of both roles to ensure a productive and psychologically safe shadowing experience.

^[1]Barnett, B., & O'Mahony, G. (2009). Mentoring and coaching programs for the professional development of school leaders. In J. Lumby, G. Crow, and P.Pashiardis (Eds), International handbook on the preparation and development of school leaders (pp. 232-262). Routledge.

Key considerations

Time Commitment

Choose times that are less likely to disrupt critical work and allocate enough time for the host to deeply engage with the observer.

Relational trust and boundaries

Ensure to address power dynamics, build trust and address confidentiality. When these three things are managed it can prevent challenges and promote effective and supportive learning experiences.

Effective modelling

Try to create a balance of demonstrating established practice with opportunities for critical thinking and innovative leadership approaches.

Foster a psychologically safe space

Foster a non-judgemental environment, where questions are welcomed. The observer should feel safe to express curiosity.

Clear objectives

Define the purpose of shadowing, set learning goals for both the observer and the host. Identify what success looks like and how this will be checked.

Feedback and reflection

Encourage a debrief session at the end of shadowing period to discuss insights, challenges, and suggestions.

Tip

Feedback and reflection post-shadowing promote a deeper learning experience.

^[1]NSW Department of Education. (2025). Professional supports for educational leadership development: shadowing. In SLI (Report)

How to organise job shadowing

Tip

It is important to understand the process for both roles.

Successful job shadowing

Achieve their objectives and goals.

Gain insights into a role or process.

Create an open learning environment.

Clarify professional priorities and goals.

Network and build professional relationships.

Have accountability and responsibility for learning.

Reflect and are open to feedback.

Follow through with commitments.

Respect each other and the process.

Tip

Keep note of wins and next steps to track progress over time.

^[1]Palmer, K. (2023). Keep employees connected with peer learning. Training Industry.