The process of personal development planning unit 5001 dr jo alleyne mcmi
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THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT 5001 Dr Jo Alleyne MCMI PowerPoint PPT Presentation


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THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT 5001 Dr Jo Alleyne MCMI. 1. LEARNING OUTCOMES. On completion of this Unit you will be able to: Assess and plan personal & professional development Plan for the resources required for PDP Implement & evaluate the PDP

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THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT 5001 Dr Jo Alleyne MCMI

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The process of personal development planning unit 5001 dr jo alleyne mcmi

THE PROCESS OF PERSONAL DEVELOPMENT PLANNING UNIT 5001Dr Jo Alleyne MCMI

1


Learning outcomes

LEARNING OUTCOMES

  • On completion of this Unit you will be able to:

  • Assess and plan personal & professional development

  • Plan for the resources required for PDP

  • Implement & evaluate the PDP

  • Promote healthy & safe work practices

  • Demonstrate appropriate management & leadership behaviours in relation to these activities


Aims objectives

AIMS & OBJECTIVES

  • Establish short & long term objectives

  • Assess current realities

  • Identify needs for skills, knowledge or competencies

  • SWOT Analysis will help with this stage of the process

  • S-Strengths

  • W-Weaknesses

  • O-Opportunities

  • T-Threats


Strengths

STRENGTHS:

  • WHERE ARE YOU NOW?

  • AWARENESS OF OWN POTENTIAL WITHIN THE DEPARTMENT, SECTOR

  • MEASURE OF WHAT YOU ARE GOOD AT/INTERESTED IN

  • ORGANISATIONAL REALITIES

  • LINKING INDIVIDUAL PLANS TO ORGANISATIONAL NEEDS


Where do you want to be

WHERE DO YOU WANT TO BE?

  • ESTABLISH PURPOSE AND DIRECTION

  • IDENTIFY DEVELOPMENT NEEDS

  • IDENTIFY LEARNING OPPORTUNITIES

  • THINK ABOUT YOU OWN LEARNING STYLE

  • SET SMART OBJECTIVES


Undertake the development

Undertake the Development

  • WHAT YOU DO

  • HOW YOU DO IT

  • IS YOUR CHOICE

  • IT MIGHT INCLUDE SOME OF THE FOLLOWING:

  • TRAINING COURSE

  • WORK SHADOWING

  • SECONDMENT

  • JOB ROTATION

  • PROJECT WORK

  • NETWORKING

  • COMMUNITY INVOLVEMENT


Record the outcomes

RECORD the OUTCOMES

  • KEEP RECORDS

  • KEEP A DIARY

  • OBTAIN FEEDBACK

  • KEEP FOCUSED

  • SPECIFIC GOALS

  • RECORD PROGRESS

  • RECORD THE DATE

  • DEVELOPMENT NEED

  • CHOSEN METHOD

  • WHEN DEVELOPMENT WAS UNDERTAKEN

  • THE OUTCOMES

  • ANY FURTHER ACTION NEEDED


Evaluate and review

EVALUATE and REVIEW

WHAT WORKED?

HOW HAVE I CHANGED?

  • WHAT CAN I DO BETTER?

  • ARE THERE ANY OTHER DEVELOPMENT NEEDS?

  • HOW WELL DID THIS DEVELOPMENT WORK?

  • NEW ATTITUDES, SKILLS and KNOWLEDGE?

  • WHAT ELSE MIGHT I HAVE GAINED?

  • WOULD I FOLLOW THIS APPROACH AGAIN?


Supporting personal development

Supporting personal development

  • Resources:

  • Your organisation

  • You


Career development

Career development

Career exploration : tools, diagnostics, self assessment

Career goal – setting: view of opportunities in the sector.

Career strategies & action planning: information & support

Career feedback: honest appraisal


Activities

ACTIVITIES:

  • Career pathways

  • Fast track programmes

  • Managerial support

  • Career counselling

  • Career workshops

  • Self-help workbooks

  • Career centres


Activity 2 1

Activity 2.1

  • List up to five tasks to which you can give your attention if and when an unexpected time-slot occurs. Clearly these should not be urgent or important tasks, but the things we all say “I’d like to get around to when I have the time”


Prioritising tasks

Prioritising tasks

  • Urgent and Important: key task with fast approaching deadline

  • Important but not Urgent: key task closely related to important objective

  • Urgent but not important: A task which has a fast approaching deadline

  • Neither important nor Urgent: not closely related to high – level objective, does not have fast approaching deadline


Time wasters

Time- Wasters

  • Listthreeactivities that most often waste your time

  • How can you control this time-waster?

  • Delegating tasks:seven- stage process


How to delegate

How to delegate

  • Define the task

  • Set targets and standards

  • Choose the right person

  • Fully brief your chosen person

  • Provide the resources

  • Monitor progress, give feedback

  • Trust and let go!


Business case framework

Business Case framework:

  • Problem/issue/opportunity

  • Analysis of the current situation

  • Solution to the problem/issue/opportunity

  • Successful outcome/satisfaction

  • This is useful for pulling together a summary/ justifying resources for PDP


Implementing the plan

Implementing the plan

  • Education and training

  • Coaching

  • Mentoring

  • Peer relationships

  • Action learning

  • Learning contracts

  • Open or distance learning


What is a learning contract

What is a learning contract?

  • A formal document that sets out the commitment by the learner to work towards achieving a specified learning goal or objective. It also focuses on how the learning may be achieved.

  • It’s a proactive approach to learning and helps with the implementation of a development plan as the contract is agreed with the line manager, coach or mentor.


Learning contract

Learning Contract

  • An overall development goal

  • Specific objectives in terms of skill or knowledge

  • Activities to be undertaken to achieve the objectives

  • Resources required

  • Methods of assessment of learning


Review

REVIEW

  • CONSIDER A RECENT EXPERIENCE, GOOD OR BAD, PLANNED OR UNPLANNED THAT YOU HAD DURING THE DEVELOPMENT PROCESS

  • WHAT CONCLUSIONS CAN YOU DRAW FROM THIS? WHAT LESSONS WERE LEARNED?

  • HOW WOULD YOU PLAN TO DO SOMETHING BETTER OR DIFFERENTLY NEXT TIME IN THE LIGHT OF THIS CONCLUSION?


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