Personal development benefits me, but also Company, and the individuals I support. As a Manager, I am responsible for others: Staff, service users, suitors that come on site etc so it is paramount that I am knowledgeable in all areas of management, to enable me to be effective in my role. Learning is a way Of gaining new skills and enables me to progress and achieve within my career. 1. Analyze potential barriers to professional development Organizational barriers: – Poor communication: having poor communication could mean that my line manager doesn’t know what my aims for my professional development are so therefore is not able to support me adequately. – Lack of resources or budget: there may be a lack of funds for training development needs which ill have a delay in personal development. Staff shortages: may be required to work shifts on the floor which could lead to not having enough time to complete targets and training for personal development. – No encouragement from my line manager: a lack of encouragement means that you may have no motivation to want to work towards developing yourself further this may also leave you having a lack of self-esteem, this could leave a lasting effect on the team as a whole as they rely on me as a manager to set goals and targets and help towards encouraging them in their own personal development.
No training opportunities within an organization or No time to train: this could be due to staff shortages which means you may be more pressed for time. If the company have a lack of budget for training this may mean only basic training is provided therefore further training for your professional development may lack. – Inadequate supervision or appraisal systems within an organization: having a lack of supervision and appraisal may mean that you find it difficult to set goals and targets for yourself to meet which will again lead to you feeling unmotivated.
This also will not help o to recognize were you need to improve and how to implement changes as you may be feeling alone and unsupported. Personal Barriers: -Low self-esteem to achieve or progress: this will mean that you could be feeling unmotivated and doubting yourself when it comes to making changes and implementing new Ideas. As a manager it is my job to set an example to the team and encourage them to achieve where as if my own self esteem is lacking this may have an effect on the team which would leave them also feeling deflated. Conflicting appointments (u enable to attend due to meetings): its important as a manager tattoo have good organizational kills to enable you to plan out your days and not feel under too much pressure, having these skills will mean that you can priorities tasks that need completing and therefore your working day will run more smoothly. Feeling stressed: being unrestrained can make you feel stressed if you are not keeping to deadlines and targets, so again being organized can prevent this from happening, it’s also important that you network with other people, this could be other managers within the company or your line manager as they may be able to offer you support where you may be struggling completing tasks. . 3 Compare the use of different sources and systems of support for professional development E-learning this is training that can be completed on line and is also free of charge there are many different training courses for all levels.
In house training, within Our organization we have an in house trainer who comes out and provides us with all of our relevant training needs we need to keep us up to date. Supervisions, this is a helpful system of us port as it gives the opportunity to discuss where your professional development is and how you intend on moving forward and developing further. It is also a chance to discuss any issues or concerns you have within the job role and how things can be moved forward. Recognized bodies e. . ICQ and H&S, Sac’s essential standards of quality and safety are a good source of information so it is good if you are unsure of what direction to follow to take a look through it and refresh your mind of what is expected of you as a manager. 1. 4 explain factors to consider when selecting opportunities and activities for keeping knowledge and practice up to date You can look at supervision what training is needed look at the goals, are my goals relevant to the job description?
Is there any further training to further my own development? Joining forums on professional development and attending free courses that may come up. Look at the financial cost of any training, is it financially viable? 2. 1 evaluate own knowledge and performance against standards and benchmarks Monitor your performance regularly to make sure that it is as effective as possible and Get regular and useful feedback on your performance.
It is paramount you regularly describe and analyze any improvements that need to be made, either by you or through involving others. Maintaining a good level of knowledge and understanding that enables you to carry out your role effectively is needed to ensure the way you work is in line with any relevant or new approaches or recommendations. You may need further training or support from others to update your knowledge. Use feedback from clients, contacts or colleagues to identify any skills gaps that they may think need improving.
It is important to look at the essential standards for quality and safety, codes of practice for social care, health and social care act, 2008 and keep in line with any updates and information changes and adapt them to your work. By following your workplace standards o will be ensuring best practice, which is used to maintain quality and can be used as a benchmark. When working in social care to be effective and to provide the best possible service for those you support you need to be able to think about and evaluate what you do and the way you work and are able to identify your own strengths and weaknesses.
Looking at the ICQ essential standards and evaluating myself against them on my performance feel I meet what is required an example of this would be ICQ state as one Of their requirements (regulation 7) that “The intention of this regulation is to ensure hat people who use services have their needs met because the regulated activity is managed by an appropriate person. ” Within this regulation they state the manager of the home must Be of good character. Is able to properly perform tasks that are intrinsic to their role.
Has the necessary qualifications, competence, skills and experience to manage the regulated activity. Has supplied them with documents that confirm their suitability. Feel as a manager evaluating myself against those standards that I meet those, this has been evidenced through my work, for example, the area anger of Grapevine Care regularly audits the home and the service users and staff have all appeared to be happy with the way in which I work, we send out questionnaires to the family of service users and other professionals and they have been positive. Eve several years of experience within the care sector and have attended all relevant training required for my role as a manager. 2. 2 priorities development goals and targets to meet expected standards Setting goals and targets for professional development can motivate you to achieve measurable and realistic goals. Ensure that the goals set are realistic nest. There is no sense in trying to reach for something that is completely unattainable as this can have a negative impact on you and may unmotivated you to meet your goals.
It best to write out a list, that way it’s easy to see how you’re going to try to achieve your goals. Some goals will take longer to achieve than others so you could divide the list into two columns, one with short-term goals and the other long-term. Then, you can look at each goal individually and break each one down into stages. Each stage or step will be an outline of what you need to do get from one stage to the next and give ourselves a time frame in which you hope to achieve each step by.
It’s important to be realistic about the time frame you want to achieve targets as if you’re too hard on yourself and don’t meet deadlines this may destroy your motivation. 3. 1 select learning opportunities to meet development objectives and reflect personal learning style To ascertain my learning style I used Honey and Uniform is pragmatist as I am keen on trying new ideas and techniques to see if they work in practice. I like to act quickly on new ideas and can be a little impatient. I am essentially practical and down to earth and like problem solving.
I am always keen to get things into full swing when I have new information or new ways ideas of doing things. 3. 2 Produce a plan for your own development using an appropriate source of support See attached PDP 3. 3 Establish a process to evaluate effectiveness of the plan Taking time to evaluate and reflect your progress is essential to enable you to make necessary changes to your plan. When evaluating your progress you need to ask yourself: What have I learnt? Reflecting on your plan look at what benefits it has and what you feel you have learnt from doing it. What more do I need to do to achieve my goals?
Look at what you have already done towards reaching your goals and determine what further work you need to do to achieve your goal Is my progress too slow or ahead of schedule? Discover if you have stuck to your time schedule and if not ask yourself why? Then you need to establish where you can make more time for yourself to be able to complete your goal and if the time schedule you gave yourself was realistic. Do I need any assistance to achieve my goal? Think about other support networks you can use to achieve your goal and where and who might you be able to access this from. What’s hindering my progress?
If you aren’t achieving your goals within your time frame look at why this might be, it may be that you have not set realistic time goals or that other things have cropped up in the mean time. Do I need to change my plan? It may be that your plan needs changing so you may need to spend time looking at how you are going to achieve your goals. What additional benefits am I gaining from the process? What benefits are you getting from following the plan, this may be that you are furthering your training or that along the way you have established new goals or areas that need developing. . 1 Compare models of reflective practice Engaging in reflective practice should help to improve the quality of care you give, using various models are particularly useful for helping people learn from situations that they experience and acting on it Gibbs reflective cycle is a cycle that uses different steps to evaluate your own practice its set out in 5 steps It is a ‘cycle’ because the action you take in the final stage will feed back into the first stage, beginning the process again. Step 1 First, ask yourself what happened When and where did this happen?
Why were you there? Who else was there? What happened? What did you do? What did other people do? What was the result of this situation? Step 2 Next, you would ask yourself the following questions to determine how you felt through the process What did you feel before this situation took place? What did you feel while this situation took place? What do you think other people felt during this situation? What did you feel after the situation? What do you think about the situation now? What do you think other people feel about the situation now?
Steps You would then need to look objectively at what approaches worked, and which ones didn’t Ask yourself What was positive about this situation? What was negative? What went well? What didn’t go so well? What did you and other people do to contribute to the situation (either positively or negatively)? Step 4 Once you’ve evaluated the situation, you can help draw conclusions about what happened. Then think about the situation again, using the information that you’ve collected so far then ask yourself How could this have been a more positive experience for everyone involved?
If you were faced with the same situation again, what would you do differently? What skills do you need to develop, so that you can handle this type of situation better? Step 5 You would now have some possible actions that you can take to deal with similar situations more effectively in the future. In this last stage, you need to come up with a plan so that you can make these changes and set yourself a target Of when these should be completed by. Kola’s Learning Cycle has a process of four stages Kola’s Learning Cycle (1984) has four elements of a loop which you can start at any point, though normally you start with an experience: 1.
Concrete Experience a new experience of situation is encountered, or a reinterpretation of existing experience 2. Reflective Observation of the new experience. Of particular importance are any inconsistencies between experience and understanding 3. Abstract Conceptualization Reflection gives rise to a new idea, or a modification of an existing abstract concept 4. Active Experimentation the learner applies them to the world around them to see what results Kola explains that different people naturally prefer a certain learning style.
Various factors influence a person’s preferred style. For example, social environment, educational experiences, or the basic cognitive structure of the individual. Comparing these two models of reflective practice old say that would find Gibbs model more beneficial to me as like structure and routine and that lays out specific questions to ask yourself and evaluate and reflect on your own practice whereas Kola’s learning style is a loop whereby you can start the cycle at any time and there is less structure to it.
I think Kola’s would benefit someone who has a more relaxed learning style who prefers less structure. 4. 2 explain the importance of reflective practice to improve performance Reflective practice should be important in just about anything you want to do well. It is the opportunity to look over what you have done, see what needs to e improved and what worked well. Make a record of what went well and kick for ways to improve the things that need to go better. It helps us to recognize what we do well so that we can apply these skills.
It Improves professional judgment and Helps us to learn from successes and mistakes to enhance development. It Helps us to plan for future situations and therefore respond more positively to change and Enables us to apply the skill of reflection to the personal development cycle. Reflective practice to improve your performance is looking at other areas and focusing on how we interact tit colleagues, service users and the environment. It means thinking about how we could have done something differently, what we did well, what we could have done better.