Promoting Professional Development
Steve Godwin CU2942 Promote professional development
1.1
It is important to continually improve my knowledge and practice to ensure that I am aware of new developments in the care sector and that I am aware of any new legislation. By keeping my knowledge up to date I can improve the service that I provide to my service users. It also gives me the opportunity to reflect on which areas I am good at and highlight areas in which I could improve.
Reflective practice and sharing common goals with other managers within the organisation, gives me support as well as being able to share knowledge, expertise and experience.
Regular supervision and training of myself and staff can enable us to fulfil our full potential and will improve the service that we provide to the service users. By being a knowledgeable and motivated manager I can keep the staff motivated. A staff team that are confident and motivated are able to reflect on their practices which benefits the staff team, the organisation and the service users, it can also help reduce staff turnover.
Professional development leads to better knowledge, which leads to better practice, which in turn leads to us delivering better care to our service users.
1.2
Potential barriers to professional development can include personal barriers such as lack of time, funding, or lack of motivation. Some staff members may struggle with the English language or literacy, they could have dyslexia or other learning difficulties which would make professional development more difficult, and would require more time and encouragement.
Other barriers could include lack of time through family commitments, or a lack of childcare.
Pressure at work due to sickness or a shortage of staff would also put pressure on staff.
Long-term members of staff may think that they already have the relevant knowledge and they can be reluctant or even resistant to developing new skills and learning new techniques. In some cases the reluctance for professional
1.1
It is important to continually improve my knowledge and practice to ensure that I am aware of new developments in the care sector and that I am aware of any new legislation. By keeping my knowledge up to date I can improve the service that I provide to my service users. It also gives me the opportunity to reflect on which areas I am good at and highlight areas in which I could improve.
Reflective practice and sharing common goals with other managers within the organisation, gives me support as well as being able to share knowledge, expertise and experience.
Regular supervision and training of myself and staff can enable us to fulfil our full potential and will improve the service that we provide to the service users. By being a knowledgeable and motivated manager I can keep the staff motivated. A staff team that are confident and motivated are able to reflect on their practices which benefits the staff team, the organisation and the service users, it can also help reduce staff turnover.
Professional development leads to better knowledge, which leads to better practice, which in turn leads to us delivering better care to our service users.
1.2
Potential barriers to professional development can include personal barriers such as lack of time, funding, or lack of motivation. Some staff members may struggle with the English language or literacy, they could have dyslexia or other learning difficulties which would make professional development more difficult, and would require more time and encouragement.
Other barriers could include lack of time through family commitments, or a lack of childcare.
Pressure at work due to sickness or a shortage of staff would also put pressure on staff.
Long-term members of staff may think that they already have the relevant knowledge and they can be reluctant or even resistant to developing new skills and learning new techniques. In some cases the reluctance for professional