Lecture+2+-+Personal+and+Career+Development

8/7/2019 Lecture+2+-+Personal+and+Career+Development

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LectureLecture 22Personal and Career

Development

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Definition of personal development:Definition of personal development:

“Self development is personal development, with the persontaking primary responsibility for his or her own learning and

choosing the means to achieve this.’

Brief IntroductionBrief Introduction

The emphasis is on the needs of the individual. The unit isconcerned with your own personal development and enablesyou, the student, to build on your existing skillsbuild on your existing skills to enhanceenhancecurrent performancecurrent performance and develop new skills for your futuredevelop new skills for your future

personal and career development.personal and career development.

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11. Management Skills. Management Skills

Behavioral

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1. 1 Skills

on ro a e

Developable

Inter-relatedand overlapping



1.1 Skills

Behavioral (actions, / manners /conduct):Behavioral (actions, / manners /conduct):observable and identifiable sets of actions that individualsperform, with certain outcomes.


Controllable (manage / Controllable (manage /

take control / be intake control / be in

Command):Command):

able to be consciouslydemonstrated, practiced,

improved or restrained by

Individuals4



1.1 Skills (cont’d..)

Developable (expand / grow)Developable (expand / grow)amenable to learning, practice and feedback towards higher

levels of competency

1. Management Skills1. Management Skills

InterInter--related and overlappingrelated and overlapping

integrated (included or incorporated) sets of complex

responses, which support one another for behavioral flexibility –rather than simplistic, repetitive behaviors.

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Intrapersonalskills

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1.2 Peopleskills

Interpersonalskills

Example



1.2 People Skills

Intrapersonal SkillsIntrapersonal Skills

involve processes within people themselves


• self awareness, time management, stress

management, problem-solving and decision-

making

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1.2 People Skills (cont’d…)

Interpersonal SkillsInterpersonal Skillsinvolve interactions between two or more people


• communication, leadership, influencing,assertiveness (boldness / forcefulness),negotiation, conflict management, team-workingand so on.

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1.2 People Skills (cont’d…)

Example:Example:senior managers should:

•develop a network of people


•depend upon many people other than subordinates

• create reciprocate relationships

•know how to trade, bargain and compromise (give and take / cooperate)

•know how to influence people other than subordinates

•know how to manoeuvre (a planned and regulated movement) and how toenlist support for what they want to do

In short, it is a much more human activity than that commonly suggested in

management textbooks.

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1.3 Developing skills for your HND/HNC11. Management Skills. Management Skills

Identify balancedlearning habits and

skills

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1.3 Developing skillsfor your HND/C

- Self development inthe context of

interpersonal skillsand processes

Working through andwith other people

Management of theprocesses




Don’t leave your

skills at theoffice

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1.4 Developingskills for life

Learning itself is life skill

Learning isconstant,

cyclical process



1.4 Developing skills for life11..44..11: Don’t leave your skills at the office!: Don’t leave your skills at the office!

• enhance your competency in a managerial role. Apply the interpersonal

and learning skills in other areas of your life


→ friendship

→ study

→ leisure activities

…..even you are not operating professionally in a

managerial role.

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1.4 Developing skills for life11..44..22: Learning itself is a life skill : Learning itself is a life skill

• we live in the post industrial (manufacturing)‘information’ age where data

have a shorter shelf-life and where transformational changes are less

redictable and occur more ra idl than ever before


→ learning is the key to survive

→ learning is to thrive (prosper (get on) or successful) on all these

changes

Learning is a framework for on-going self development.

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1.4 Developing skills for life11..44..33: Learning is a constant, cyclical process: Learning is a constant, cyclical process

• Honey and Mumford, 1992 suggests that effective learning is a cyclical

process of experimentation and adjustment


→ we reflect on the experience, it results and any feedback we may have

obtained

→ we formulate a hypothesis (theory / assumption) about what we might

be able to do differently next time

→We plan to test our hypothesis in action

→ we perform the action – and so continue the cycle

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FigureFigure 16 16..11: The learning cycle: The learning cycle

Stage 1Having anexperience

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Stage 2Reviewing

theexperience

Stage 3Concluding

from theexperience

Stage 4Planningthe next

steps



1.5 The HND approach


A focus onbehavior

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1.5 The HNDapproach

Making notes

Collecting andfilling data



1.5 The HND approach1.5.1: A focus on behavior1.5.1: A focus on behavior

• learning objective of content-oriented learning is

→ knowledge or understanding


• learning objective of skill development is application

→ intentional behavior and behavioral change

Gillen (1999) defines behavior as ‘the link between what we want and what we get’.

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1.5 The HND approach1.5.2: Making notes1.5.2: Making notes

• Self reflection

→ observations (study /watch/inspect)


→ intuitions (instincts/perceptions/feelings/six sense)

• capture self reflection and record them

→ get into the habit of making notes – verbal or visual, paper or electronic

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1.5 The HND approach11..55..22: Making notes (cont’d…): Making notes (cont’d…)

• capture self reflection and self evaluation

→ process notes


► changes or interruptions to the ‘usual’ patterns of behavior, and their effects► thoughts or feelings that come up for you in response o others’ behaviors or changes

in behavior

► how you 'automatically’ react to others’ behavior and what happens

► others ‘responses to your usual’ behaviors

► others’ responses when you experiment with new behaviors

►what happened in the course of critical incidents and interactions (those which impact

on you and appear to highlight a problem or issue)

►which impact on you and appear to highlight a problem or issue)

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1.5 The HND approach11..55..33: Collecting and filing data: Collecting and filing data

• put loose sheets of paper somewhere you’ll find them again, such as:

→ questionnaires and feedback forms

→ various exercises you undertake as you work through the course book, your wider


rea ng an o er ra n ng ac va es

→ copies of reports from performance appraisals or development planning sessions

→ feedback-bearing messages of all kinds e.g. commendation or thank you letters;complaints; personal or employment references.

→ draft mind-maps, objectives, action plans and other records of your on-goingthinking about your interpersonal skills development

→ any other data relating to the impact and effectiveness of your interpersonal skills

If it represents information about your attributes, behaviors or attainments in any

area of interpersonal skill – SAVE IT!

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