To reiterate our argument in this paper: we suggest that a continuous reflection process is critical for successful problem solving and knowledge creation on individual, group or cluster and organisational levels in self-organised systems. An iterative reflection process allows patterns created by some individuals to attract other individuals, resulting in emergent forms that are based on a common interest. Self-organisation in human systems requires pre-existing freedom in ideas, thoughts, beliefs and actions that allows equilibrium: the system incorporates the negative and positive feedback relations that balance any fluctuations. This equilibrium results in multifunctionality, versatility and flexibility that allow the system to adapt.

A self-organising system is self-contained – it emerges as an integrated flow where actors and their collective behaviours and ideals are formed into organisational patterns and structures without any influence imposed from external sources. For this to happen, reflection within the system needs to continue but the system also needs to reflect on the state of the environment in order to be able to adapt to necessary changes. The capacity for adaptation is enhanced by the reflection process – in a self-organised system all the necessary information is available, the actor reflects on this information and is in a position to select that required for problem solution.

Within this process, communication channels support the flow of information. The ease of information flow is one of a self-organising system’s characteristics and consequently it is necessary that the needed channels are available so that the most appropriate medium (verbal, email, phone, correspondence, voice mail, body language) can be utilised at any particular time.

To summarise, reflection is integral to the success of self-organising systems (they are intertwined). Reflection enhances: