Developing Yourself and Others
Aims and Objectives: • To analyse my own and one another member of my work team’s development needs and learning styles. • How to meet these development needs • Support mechanisms available and • How the development needs can be monitored
Introduction
Self development is acquiring knowledge, discovering and improving skills. Identifying training required and acquiring it. Setting goals, planning for the future and keeping up to date with professional skills. This is led by yourself as opposed to employee development which is led by the employer. To be effective it should follow a set out plan. (BNet) • Define the purpose or reason for development • Identify the skills or areas that need development • Find development opportunities • Create an action plan • Undertake the development • Record the outcomes of the development activity • Review and evaluate the outcome and benefits
Self development is also an important factor in continuing professional development It is important in the managerial context as it helps you towards a continual process of achieving your aims and objectives through knowledge of strengths and weakness, skills, experience and self awareness – EQ and adapting to your environment. Especially by making targets to achieve goals. Focusing on the importance in the managerial context, it uses knowledge of strengths and weakness to utilize staff according to skills and helps with planning work load. It helps to motivate people by helping to update skills. Leadership role model to inspire others. Encourages learning to be more creative and innovative, adaptable and flexible to change and improvements.
I work for KCH within the EPR Team (Electronic Patient Records) as a Senior Clinical Analyst. My colleague Rita Simpson is also a Senior Clinical Analyst. In our roles we are the frontline contact for the rest of the trust with regards to any issues or training to do with EPR,
Introduction
Self development is acquiring knowledge, discovering and improving skills. Identifying training required and acquiring it. Setting goals, planning for the future and keeping up to date with professional skills. This is led by yourself as opposed to employee development which is led by the employer. To be effective it should follow a set out plan. (BNet) • Define the purpose or reason for development • Identify the skills or areas that need development • Find development opportunities • Create an action plan • Undertake the development • Record the outcomes of the development activity • Review and evaluate the outcome and benefits
Self development is also an important factor in continuing professional development It is important in the managerial context as it helps you towards a continual process of achieving your aims and objectives through knowledge of strengths and weakness, skills, experience and self awareness – EQ and adapting to your environment. Especially by making targets to achieve goals. Focusing on the importance in the managerial context, it uses knowledge of strengths and weakness to utilize staff according to skills and helps with planning work load. It helps to motivate people by helping to update skills. Leadership role model to inspire others. Encourages learning to be more creative and innovative, adaptable and flexible to change and improvements.
I work for KCH within the EPR Team (Electronic Patient Records) as a Senior Clinical Analyst. My colleague Rita Simpson is also a Senior Clinical Analyst. In our roles we are the frontline contact for the rest of the trust with regards to any issues or training to do with EPR,
References: Workshop notes – Developing yourself and others 03/03/2010 http://dictionary.bnet.com/definition/personal+development.html Accessed 15/03/2010 http://en.wikipedia.org/wiki/Personal_development accessed 25/04/2010 http://www.kevinmorrell.org.uk/individual_learning.htm (Megginson D. et al (1993) Human Resource Development, Kogan Page, London.) accessed 24/04/2010 http://www.incurriculum.org.uk/files/1236697215/honey-and-mumford-learning-styles-quiz.pdf accessed 24/04/2010