Seminar 4 Your development

Stage 2 Session 7

Introduction to Management 2

2

Overview

• To revisit the past Tools and learning in this module• Use it to help students begin to understand and build a development plan for

themselves

Learning Outcomes of this lecture

• To have a deeper understanding of development and what that means in an organisational context

• To understand learning styles and their own style• How they can be applied in the workplace• Apply that learning to themselves and their own plans

Honey and Mumford revisited

Activists• The here and now• Just do it• Jump in at the deep end• Have a go• Act without thinking it through• Don’t like preparation• Get bored easily

Reflectors• Take time to think it through• Consider all angles and implications• Listen to others• Uncomfortable in unplanned situations• Need information to work on• Dislike deadlines

Theorists• Logical• Rational• Analytical• Objective• Perfectionist• Restricted lateral thinking• Don’t like uncertainty• Don’t like subjectivity

Pragmatists• Does it work in practice?• Like linking the theory to the problem• Like to tackle it straight away• Enjoy coaching and feedback• Don’t like open ended discussions• Need clear guidelines• Need immediate reward

Your own learning styles

• Take the learning styles audit and ensure you have identified your top two styles• Plot them on the prepared flip chart as the next slide indicates

Learning styles and this group

Tom

GerryAlice

Sarah

PeterKwok

Celeste

Inira

Any observations?Any conclusions?Thoughts?

8

Development and action learning• ‘A man can no more learn to ‘manage’ via

the classroom, than he can learn to swim. He may pass all the theory exams, but put

him in the pool and he will drown’

Prof Reg Revans, Leading scientists and founder of ‘action learning’

Honey and Mumford:Learning style inventory

McLelland:Motivation

Thomas and Kilman: conflict

Your development – your Toolbox

Organisations are increasingly using Personal Development Plans as a way to form the basis of training and career development of individuals.

We will ask you here to create and work on your own Personal Development Plan.

What is a Personal Development Plan

Where am I now?

Identifying strengths

Identifying weaknesses

Identifying existing skills/qualifications

Key features

Where do I want to go?

Identifying future required skills/qualifications

Identifying long term aims

Setting short-term goals

Setting timeline

How am I going to get there?

Setting long-term goals

• Please use this structure to reflect on yourself in this module

• Spend 15 minutes on you, then share you thoughts with another, discuss and probe each other

• Be ready to share in plenary

SUCCESSFUL EXECUTIVES:• Seek and get more feedback. • Have twice the variety of challenges.• Zigzag careers.• Always develop new ways of thinking. • Obtain or refine more competencies along the

way.• Are learning agile

The secret to a successful career

End of Lecture

Note: This recording is for your personal use only and not for further distribution or wider review.

© Pearson College 2013