personal professional development assignment

How to Create a Personal Development Plan: 3 Examples

For successful change, it is vital that the client remains engaged, recognizing and identifying with the goals captured inside and outside sessions. A personal development plan (PDP) creates a focus for development while offering a guide for life and future success (Starr, 2021).

This article introduces and explores the value of personal development plans, offering tools, worksheets, and approaches to boost self-reflection and self-improvement.

Before you continue, we thought you might like to download our three Goal Achievement Exercises for free . These detailed, science-based exercises will help you or your clients create actionable goals and master techniques to create lasting behavior change.

This Article Contains

What is personal development 7 theories, coaching in personal development and growth, how to create a personal development plan, 3 examples of personal development plans, defining goals and objectives: 10 tips and tools, fostering personal development skills, 3 inspiring books to read on the topic, resources from positivepsychology.com, a take-home message, frequently asked questions.

Personal development is a fundamental concept in psychology and encompasses the lifelong process of self-improvement, self-awareness, and personal growth. Crucial to coaching and counseling, it aims to enhance various aspects of clients’ lives, including their emotional wellbeing, relationships, careers, and overall happiness (Cox, 2018; Starr, 2021).

Several psychological models underpin and support transformation. Together, they help us understand personal development in our clients and the mechanisms and approaches available to make positive life changes (Cox, 2018; Passmore, 2021).

The following psychological theories and frameworks underpin and influence the approach a mental health professional adopts.

1. Maslow’s hierarchy of needs

As a proponent of the humanistic or person-centered approach to helping people, Abraham Maslow (1970) suggested that individuals have a hierarchy of needs. Simply put, they begin with basic physiological and safety needs and progress through psychological and self-fulfillment needs.

Personal development is often found in or recognized by the pursuit of higher-level needs, such as self-esteem and self-actualization (Cox, 2018).

2. Erikson’s psychosocial development

Erik Erikson (1963) mapped out a series of eight psychosocial development stages that individuals go through across their lifespan.

Each one involves challenges and crises that once successfully navigated, contribute to personal growth and identity development.

3. Piaget’s cognitive development

The biologist and epistemologist Jean Piaget (1959) focused on cognitive development in children and how they construct their understanding of the world.

We can draw on insights from Piaget’s stages of cognitive development, including intellectual growth and adaptability, to inform our own and others’ personal development (Illeris, 2018).

4. Bandura’s social cognitive theory

Albert Bandura’s (1977) theory highlights the role of social learning and self-efficacy in personal development. It emphasizes that individuals can learn and grow through observation, imitation, and belief in their ability to effect change.

5. Self-determination theory

Ryan and Deci’s (2018) motivational self-determination theory recognizes the importance of autonomy, competence, and relatedness in personal development.

Their approach suggests that individuals are more likely to experience growth and wellbeing when such basic psychological needs are met.

6. Positive psychology

Positive psychology , developed by Martin Seligman (2011) and others, focuses on strengths, wellbeing, and the pursuit of happiness.

Seligman’s PERMA model offers a framework for personal development that emphasizes identifying and using our strengths while cultivating positive emotions and experiences (Lomas et al., 2014).

7. Cognitive-Behavioral Theory (CBT)

Developed by Aaron Beck (Beck & Haigh, 2014) and Albert Ellis (2000), CBT explores the relationship between thoughts, emotions, and behavior.

As such, the theory provides practical techniques for personal development, helping individuals identify and challenge negative thought patterns and behaviors (Beck, 2011).

Theories like the seven mentioned above offer valuable insights into many of the psychological processes underlying personal development. They provide a sound foundation for coaches and counselors to support their clients and help them better understand themselves, their motivations, and the paths they can take to foster positive change in their lives (Cox, 2018).

The client–coach relationship is significant to successful growth and goal achievement.

Typically, the coach will focus on the following (Cox, 2018):

Actualizing tendency This supports a “universal human motivation resulting in growth, development and autonomy of the individual” (Cox, 2018, p. 53).
Building a relationship facilitating change Trust clients to find their own way while displaying empathy, congruence, and unconditional positive regard . The coach’s “outward responses consistently match their inner feelings towards a client,” and they display a warm acceptance that they are being how they need to be (Passmore, 2021, p. 162).
Adopting a positive psychological stance Recognize that the client has the potential and wish to become fully functioning (Cox, 2018).

Effective coaching for personal growth involves adopting and committing to a series of beliefs that remind the coach that the “coachee is responsible for the results they create” (Starr, 2021, p. 18) and help them recognize when they may be avoiding this idea.

The following principles are, therefore, helpful for coaching personal development and growth (Starr, 2021).

Stay committed to supporting the client. While initially strong, you may experience factors that reduce your sense of support for the individual’s challenges.
Coach nonjudgmentally. Our job is not to adopt a stance based on personal beliefs or judgment of others, but to help our clients form connections between behavior and results.
Maintain integrity, openness, and trust. The client must feel safe in your company and freely able to express themselves.
Responsibility does not equal blame. Clients who take on blame rather than responsibility will likely feel worse about something without acknowledging their influence on the situation.
The client can achieve better results. The client is always capable of doing and achieving more, especially in relation to their goals.
Focus on clients’ thoughts and experiences. Collaborative coaching is about supporting the growth and development of the client, getting them to where they want to go.
Clients can arrive at perfect solutions. “As a coach, you win when someone else does” (Starr, 2021, p. 34). The solution needs to be the client’s, not yours.
Coach as an equal partnership. Explore the way forward together collaboratively rather than from a parental or advisory perspective.

Creating a supportive and nonjudgmental environment helps clients explore their thoughts, feelings, and goals, creating an environment for personal development and flourishing (Passmore, 2021).

personal professional development assignment

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A personal development plan is a powerful document “to create mutual clarity of the aims and focus of a coaching assignment” (Starr, 2021, p. 291). While it is valuable during coaching, it can also capture a client’s way forward once sessions have ended.

Crucially, it should have the following characteristics (Starr, 2021):

Short and succinct
Providing a quick reference or point of discussion
Current and fresh, regularly revised and updated

Key elements of a personal development plan include the following (Starr, 2021):

Area of development This is the general skill or competence to be worked on.
Development objectives or goals What does the client want to do? Examples might include reducing stress levels, improving diet, or managing work–life balance .
Behaviors to develop These comprise what the client will probably do more of when meeting their objectives, for example, practicing better coping mechanisms, eating more healthily, and better managing their day.
Actions to create progress What must the client do to action their objectives? For example, arrange a date to meet with their manager, sign up for a fitness class, or meet with a nutritionist.
Date to complete or review the objective Capture the dates for completing actions, meeting objectives, and checking progress.

Check out Lindsey Cooper’s excellent video for helpful guidance on action planning within personal development.

We can write and complete personal development plans in many ways. Ultimately, they should meet the needs of the client and leave them with a sense of connection to and ownership of their journey ahead (Starr, 2021).

Personal Development Plan – Areas of Development In this PDP , we draw on guidance from Starr (2021) to capture development opportunities and the behaviors and actions needed to achieve them.
Personal Development Plan – Opportunities for Development This template combines short- and long-term goal setting with a self-assessment of strengths, weaknesses, and development opportunities.
Personal Development Plan – Ideal Self In this PDP template , we focus on our vision of how our ideal self looks and setting goals to get there.

“The setting of a goal becomes the catalyst that drives the remainder of the coaching conversation.”

Passmore, 2021, p. 80

Defining goals and objectives is crucial to many coaching conversations and is usually seen as essential for personal development.

Check out this video on how you can design your life with your personal goals in mind.

The following coaching templates are helpful, containing a series of questions to complete Whitmore’s (2009) GROW model :

G stands for Goal : Where do you want to be?
R stands for Reality : Where are you right now with this goal?
O stands for Options : What are some options for reaching your goal?
W stands for Way forward : What is your first step forward?

Goal setting creates both direction and motivation for clients to work toward achieving something and meeting their objectives (Passmore, 2021).

The SMART goal-setting framework is another popular tool inside coaching and elsewhere.

S = Specific M = Measurable A = Attainable/ or Agreed upon R = Realistic T = Timely – allowing enough time for achievement

The SMART+ Goals Worksheet contains a series of prompts and spaces for answers to define goals and capture the steps toward achieving them.

We can summarize the five principles of goal setting (Passmore, 2021) as follows:

Goals must be clear and not open to interpretation.
Goals should be stretching yet achievable.
Clients must buy in to the goal from the outset.
Feedback is essential to keep the client on track.
Goals should be relatively straightforward. We can break down complex ones into manageable subgoals.

The following insightful articles are also helpful for setting and working toward goals.

What Is Goal Setting and How to Do it Well
The Science & Psychology of Goal-Setting 101

1. People skills

Improving how we work with others benefits confidence, and with other’s support, we are more likely to achieve our objectives and goals. The following people skills can all be improved upon:

Developing rapport
Assertiveness and negotiation
Giving and receiving constructive criticism

2. Managing tasks and problem-solving

Inevitably, we encounter challenges on our path to development and growth. Managing our activities and time and solving issues as they surface are paramount.

Here are a few guidelines to help you manage:

Organize time and tasks effectively.
Learn fundamental problem-solving strategies.
Select and apply problem-solving strategies to tackle more complex tasks and challenges.
Develop planning skills, including identifying priorities, setting achievable targets, and finding practical solutions.
Acquire skills relevant to project management.
Familiarize yourself with concepts such as performance indicators and benchmarking.
Conduct self-audits to assess and enhance your personal competitiveness.

3. Cultivate confidence in your creative abilities

Confidence energizes our performance. Knowing we can perform creatively encourages us to develop novel solutions and be motivated to transform.

Consider the following:

Understand the fundamentals of how the mind works to enhance your thinking skills.
Explore a variety of activities to sharpen your creative thinking.
Embrace the belief that creativity is not limited to artists and performers but is crucial for problem-solving and task completion.
Learn to ignite the spark of creativity that helps generate innovative ideas when needed.
Apply creative thinking techniques to enhance your problem-solving and task completion abilities.
Recognize the role of creative thinking in finding the right ideas at the right time.

To aid you in building your confidence, we have a whole category of articles focused on Optimism and Mindset . Be sure to browse it for confidence-building inspiration.

With new techniques and technology, our understanding of the human brain continues to evolve. Identifying the vital elements involved in learning and connecting with others offers deep insights into how we function and develop as social beings. We handpicked a small but unique selection of books we believe you will enjoy.

1. The Coaching Manual: The Definitive Guide to the Process, Principles and Skills of Personal Coaching – Julie Starr

This insightful book explores and explains the coaching journey from start to finish.

Starr’s book offers a range of free resources and gives clear guidance to support new and existing coaches in providing practical help to their clients.

Find the book on Amazon .

2. The Big Leap: Conquer Your Hidden Fear and Take Life to the Next Level – Gay Hendricks

Delving into the “zone of genius” and the “zone of excellence,” Hendricks examines personal growth and our path to personal success.

This valuable book explores how we eliminate the barriers to reaching our goals that arise from false beliefs and fears.

3. The Gifts of Imperfection: Let Go of Who You Think You’re Supposed to Be and Embrace Who You Are – Brené Brown

Brown, a leading expert on shame, vulnerability, and authenticity, examines how we can engage with the world from a place of worthiness.

Use this book to learn how to build courage and compassion and realize the behaviors, skills, and mindset that lead to personal development.

We have many resources available for fostering personal development and supporting client transformation and growth.

Our free resources include:

Goal Planning and Achievement Tracker This is a valuable worksheet for capturing and reflecting on weekly goals while tracking emotions that surface.
Adopt a Growth Mindset Successful change is often accompanied by replacing a fixed mindset with a growth one .
FIRST Framework Questions Understanding a client’s developmental stage can help offer the most appropriate support for a career change.

More extensive versions of the following tools are available with a subscription to the Positive Psychology Toolkit© , but they are described briefly below:

Backward Goal Planning

Setting goals can build confidence and the skills for ongoing personal development.

Backward goal planning helps focus on the end goal, prevent procrastination, and decrease stress by ensuring we have enough time to complete each task.

Try out the following four simple steps:

Step one – Identify and visualize your end goal.
Step two – Reflect on and capture the steps required to reach the goal.
Step three – Focus on each step one by one.
Step four – Take action and record progress.
Boosting Motivation by Celebrating Micro Successes

Celebrating the small successes on our journey toward our goals is motivating and confidence building.

Practice the following:

Step one – Reflect momentarily on the goal you are working toward.
Step two – Consider each action being taken to reach that goal.
Step three – Record the completion of each action as a success.
Step four – Choose how to celebrate each success.

If you’re looking for more science-based ways to help others reach their goals, check out this collection of 17 validated motivation & goal achievement tools for practitioners. Use them to help others turn their dreams into reality by applying the latest science-based behavioral change techniques.

17 Tools To Increase Motivation and Goal Achievement

These 17 Motivation & Goal Achievement Exercises [PDF] contain all you need to help others set meaningful goals, increase self-drive, and experience greater accomplishment and life satisfaction.

Created by Experts. 100% Science-based.

Personal development has a rich and long history. It is underpinned by various psychological theories and remains a vital aspect of creating fulfilling lives inside and outside coaching and counseling.

For many of us, self-improvement, self-awareness, and personal growth are vital aspects of who we are. Coaching can provide a vehicle to help clients along their journey, supporting their sense of autonomy and confidence and highlighting their potential (Cox, 2018).

Working with clients, therefore, requires an open, honest, and supportive relationship. The coach or counselor must believe the client can achieve better results and view them nonjudgmentally as equal partners.

Personal development plans become essential to that relationship and the overall coaching process. They capture areas for development, skills and behaviors required, and goals and objectives to work toward.

Use this article to recognize theoretical elements from psychology that underpin the process and use the skills, guidance, and worksheets to support personal development in clients, helping them remove obstacles along the way.

Ultimately, personal development is a lifelong process that boosts wellbeing and flourishing and creates a richer, more engaging environment for the individual and those around them.

We hope you enjoyed reading this article. Don’t forget to download our three Goal Achievement Exercises for free .

Personal development is vital, as it enables individuals to enhance various aspects of their lives, including emotional wellbeing, relationships, careers, and overall happiness.

It promotes self-awareness, self-improvement, and personal growth, helping individuals reach their full potential and lead fulfilling lives (Passmore, 2021; Starr, 2021).

Personal development is the journey we take to improve ourselves through conscious habits and activities and focusing on the goals that are important to us.

Personal development goals are specific objectives individuals set to improve themselves and their lives. Goals can encompass various areas, such as emotional intelligence, skill development, health, and career advancement, providing direction and motivation for personal growth (Cox, 2018; Starr, 2021).

A personal development plan typically comprises defining the area of development, setting development objectives, identifying behaviors to develop, planning actions for progress, and establishing completion dates. These five stages help individuals clarify their goals and track their progress (Starr, 2021).

Bandura, A. (1977). Social learning theory . Prentice-Hall.
Beck, A. T., & Haigh, E. P. (2014). Advances in cognitive therapy and therapy: The generic cognitive model. Annual Review of Clinical Psychology , 10 , 1–24.
Beck, J. S. (2011). Cognitive behavior therapy: Basics and beyond . Guilford Press.
Cottrell, S. (2015). Skills for success: Personal development and employability . Bloomsbury Academic.
Cox, E. (2018). The complete handbook of coaching . SAGE.
Ellis, A. (2000). Can rational emotive behavior therapy (REBT) be effectively used with people who have devout beliefs in God and religion? Professional Psychology-Research and Practice , 31 (1), 29–33.
Erikson, E. H. (1963). Youth: Change and challenge . Basic Books.
Illeris, K. (2018). An overview of the history of learning theory. European Journal of Education , 53 (1), 86–101.
Lomas, T., Hefferon, K., & Ivtzan, I. (2014). Applied positive psychology: Integrated positive practice . SAGE.
Maslow, A. H. (1970). Motivation and personalit y (2nd ed.). Harper & Row.
Passmore, J. (Ed.). (2021). The coaches’ handbook: The complete practitioner guide for professional coaches . Routledge.
Piaget, J. (1959): The Psychology of intelligence . Routledge.
Rose, C. (2018). The personal development group: The students’ guide . Routledge.
Ryan, R. M., & Deci, E. L. (2018). Self-determination theory: Basic psychological needs in motivation, development, and wellness . Guilford Press.
Seligman, M. E. (2011). Authentic happiness using the new positive psychology to realize your potential for lasting fulfillment . Nicholas Brealey.
Starr, J. (2021). The coaching manual: The definitive guide to the process, principles and skills of personal coaching . Harlow: Pearson Education.
Whitmore, J. (2009). Coaching for performance . Nicholas Brealey.

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Walden University
Faculty Portal

Common Assignments: Professional Development Plans (PDPs)

Purpose of the pdp.

Students conceptualize a personalized blueprint for approaching their Walden doctoral studies and present it in a written Professional Development Plan (PDP) essay. Writing the essay allows students the opportunity to

Reflect on their personal history, professional accomplishments, and future aspirations;
Initiate a discussion with faculty about graduate study in general and the Walden program in particular;
Articulate academic interests and set goals for their Walden educational experience; and
Establish a personalized timeline for meeting degree requirements (i.e., the Program of Study form).

KAM-based PDPs also have the following goal:

Identify themes for each KAM that support those interests and goals.

Students develop the PDP in close consultation with their Foundation course instructor/faculty mentor, who will review and approve the final document. (The Program of Study form is ultimately approved by the student's faculty chair.) Students are urged to review their PDP with their faculty mentor on an annual basis to assess their progress and growth. Students learn more about the PDP in the online Foundation course.

PDP Approval Process

Students submit the completed PDP to their Foundation course instructors electronically. Should a plan require revision, the course instructor returns it to the student with comments and feedback. When satisfied the plan meets the university's expectations, the course instructor forwards the PDP and the Program of Study form to the program's Student Success Advisors for initial review. He or she then forwards the PDP and the Program of Study form to the appropriate faculty chair for review.

The faculty chair may return the plan to the student and course instructor for revisions or approve it. Following approval by the faculty chair, the PDP is ratified in the Office of the Registrar.

Criteria for PDP Approval

A PDP will be considered for approval when all of the following criteria have been met:

The PDP is well written and follows style and formatting guidelines in The Publication Manual of the American Psychological Association . (The use of the first person is permissible.)
The content corresponds to the curriculum requirements of the university and the selected doctoral program, and to the student's specialization, if applicable.
The content corresponds to the student's educational background and goals.
The student has gained access to the necessary resources and exhibits the traits of an independent learner.
The Plan of Study and the Program of Study form are complete.

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Your guide to personal and professional development

January 23, 2022 The first month of the year is almost over, but it's never too late to start setting your personal and professional goals. Whatever those may be, making a plan and getting intentional is an essential first step. Kick off 2022 with a growth mindset; the work you do today could set you on your path to CEO Excellence —preorder this forthcoming McKinsey book for insight on the six mindsets that set the best leaders apart from the rest. Or dive deeper with key insights on topics that could put you on the path to personal and professional development, including:

developing new skills for continuous learning
seeking or providing mentorship
setting your leadership priorities
taking care of your physical, mental, and emotional well-being

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What is a professional development plan ...

What is a professional development plan (PDP)? 6 steps to create one

A professional development plan is an ever-changing document that assesses your current skill set, helps you set career goals, create strategies, and uncover resources that will help you reach them. Read on for examples of professional development goals and plans, and discover tools to help track your progress.

Times have changed. While our parents and grandparents typically picked one job and stuck with it until retirement, following a very straightforward career path, the modern knowledge worker is presented with a variety of new industries, jobs, and ways to prove ourselves.

This abundance of opportunities is amazing but can also be overwhelming. If you’re looking to streamline your career goals, a professional development plan, or PDP, is the tool you need.

A professional development plan is a document that outlines your current skills and knowledge, your goals, and the steps you need to take to achieve these goals.

We’re going to cover the six steps your PDP should include, examples of professional development goals and plans, and tools that will help you track your career development.

How to create a professional development plan in 6 steps

Your professional development plan is not a one-time project. Rather, it’s an ever-changing document that you update as your goals, surroundings, and priorities change.

The visual below illustrates the lifecycle of your professional development plan.

So let’s dive into the six steps you need to take to create your own professional development plan (PDP).

Step 1: Assess yourself

You have to first identify where you stand with your current skills and knowledge of relevant topics so you can figure out what you need to improve or change to progress in your career.

Assessing yourself isn’t always easy. To jump-start this process, try using an assessment tool or personality test. Here are a few popular ones to try:

The Big Five

Myers-Briggs Type Indicator

DISC personality

These tests can help you get a better understanding of who you are and what you want out of your life and career.

Step 2: Set your goals

Now that you’ve evaluated your current position and skills, it’s time to set your goals. To break up your main goals, you’ll want to set long-term, mid-term, and short-term goals .

Long-term goals can be months or even years into the future.

Mid-term goals should range from a couple of weeks to a couple of months.

Short-term goals should range from a couple of days to a couple of weeks.

Generally speaking, aim to set one long-term goal and then break the mid- and short-term goals up into manageable chunks. The number of short- and mid-term goals you set depends on how far into the future you’re planning and how many steps you need to complete to reach the finish line.

Setting more than one long-term goal only makes sense if they’re on different tracks. For example, you could set a long-term goal for your career, another one for your fitness, and a last one for your finances. While the progress you’re making in each of these aspects of your life may influence one another, these goals are different enough to require unique mid- and short-term goals.

If you do set more than one long-term goal, consider the mental, emotional, and physical strain that multiple goals can have on you and adjust your schedule accordingly so you don’t burn out .

Whether you’re setting long-, mid-, or short-term goals, use the SMART goal technique to ensure that your goals are specific, measurable, achievable, relevant, and timebound. We’ll cover some examples later on.

Step 3: Develop strategies

To reach your goals you need an action plan. To create one, ask yourself how you can advance your competencies, learn new skills, or get that promotion you’ve been eyeing.

Take a look at your current skill set or position, as well as your goals, and write down what you need to do to reach them. Whether that’s going to a conference to broaden your knowledge, finding a mentor who can help you build meaningful connections within the organization, or signing up for a workshop to hone your skills—write down your action plan so you know which steps you’ll have to take to reach your goals.

Step 4: Gather your resources

Once you’ve developed an action plan, think through the professional growth you need to succeed. Here are a few examples of resources that can be relevant to your professional development:

Seminars, webinars, or workshops that elevate your skill set

Learning and development resources that can advance your knowledge

Professional networks that connect you with new peers or mentors

Continuing education institutions that provide you with the degree you need for your promotion.

Social media platforms, like LinkedIn, where you can connect with your virtual team outside of work

List all the resources you can think of and then narrow them down to the ones that align best with your strategies and goals.

Step 5: Create a timeline

Creating a timeline and deadlines for your goals can be extremely helpful in sticking to them. It’s also the “T” of any SMART goal (time-bound).

Depending on the type of goals you set for yourself, you may want to think in weekly, monthly, or quarterly increments. Try to find a happy balance between giving yourself enough time to achieve your goals but also challenging yourself.

If your main goal is tied to a specific date (for example, a new position that you want which needs to be filled by the beginning of the next year), your timeline will hold you accountable to your short- and mid-term goals so you don’t miss this career opportunity.

Step 6: Track your progress

With your timeline at hand and your SMART goals defined, it should be easy for you to track your progress and assess where you are. This brings us back to the beginning because your PDP isn’t a linear plan—it’s a lifecycle.

Remember to keep your PDP alive by updating and adjusting it as you go. That’s the only way it can help you to continually improve yourself and grow in your career. You should also add your goals to a goal-setting software that allows you to track your progress and connect with others.

Professional development goal examples

We already have an entire article on advancing your career with professional goals but let’s sum up some of the most important information regarding professional development goals.

Professional development goals are concrete objectives that you want to achieve during your career. They’re a combination of short-term, mid-term, and long-term goals. Setting these goals should keep you motivated and ensure that you don’t get stuck on your career path.

Here are a few examples of what these goals can look like:

Objective: Start a new job

Long-term: Get a good offer and quit your current job.

Mid-term: Apply for at least five positions that you’re really interested in.

Short-term: Find five job opportunities by the end of the week.

Objective: Get more involved in company activities

Long-term: Participate in and help organize at least one event by the end of the year.

Mid-term: Join a group or committee that sparks your interest.

Short-term: Find three opportunities that you’re interested in (e.g., a networking group, a charity committee, etc.) and contact them about getting involved by the end of the month.

Breaking your main objective up into manageable chunks will take some of the pressure off and allow you to approach your goal step by step. Plus, it’ll give you reasons to celebrate your smaller achievements along the way.

Professional development plan examples

Everyone’s professional development plan is going to look different. To give you a quick overview of what it can entail, here are a few brief examples of what you can write in your professional development plan:

Self assessment

Joined the company only six weeks ago

I feel welcomed by my team but I’m holding back on social interactions because I am intimidated by their closeness

Create a network of at least three people that I connect with outside of work by the end of the year.

Speak up and get involved in meetings

Attend conferences, workshops, and after-work activities

Find a mentor

Connect with colleagues on LinkedIn

Company networks and after-work activities

Mentor 1:1 meetings

By next week: Add colleagues on LinkedIn and participate in at least one after-work activity

By next month: Secure a mentor and schedule bi-weekly meetings

By next quarter: Attend a conference or workshop with a colleague

By the end of the year: Have three or more colleagues that I feel comfortable hanging out with after or outside of work

When tracking these goals, you may realize that they were easier or harder to reach than you thought. That’s no problem! Simply adjust your goals or timeline and keep going.

In this case, you may realize that making these connections doesn’t just help you feel more welcome and comfortable in the team but that your team considers you a natural leader. That could lead to a whole new development plan you can create to ensure you keep growing as a person.

Professional development plan vs. leadership development plan

Technically, a professional development plan doesn’t differ too much from a leadership development plan. Both require you to assess your current situation, set realistic goals, and track your progress.

However, if your goals are focused on improving your leadership skills or advancing into a leadership role at your organization, creating a leadership development plan will help you focus on the exact skills you’ll need to turn that plan into action.

Professional development plan vs. leadership development plan

The first two steps remain the same: assess where you stand professionally and set your goals. After that, step three is to engage in leadership training and hone your leadership skills. During this step, you’ll also meet other leaders who can become your mentors and eventually your peers.

Step four of your leadership development plan is to build and interact with your network. To become a respected and successful leader, you’ll have to connect with like-minded people and seek out feedback whenever possible.

The last step is to learn or improve soft skills like effective communication , your emotional intelligence , and conflict resolution . All of these are critical to succeed in a leadership role and will distinguish a mediocre leader from a great one.

Help your team set trackable professional goals

Whether you’re working on your own PDP or helping out a teammate, the most important thing is that whatever goals you set are measurable and precise. This will allow you to track your progress and celebrate milestones.

With Asana’s goal tracking software, you can align your personal goals with those of your team or organization and always stay on top of your latest achievements.

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Assignment Sample on Personal and Professional Development

Introduction.

The report aims at analysing the personal skills and abilities developed by me along with identifying my weaknesses and strengths. The first step is to construct a personal review statement for monitoring the strengths and weaknesses. It will be followed by developing a personal development plan to work on my weaknesses and implementing appropriate actions. After that, reflective data entries of PDP and review statements will be made. In the last section of the report, a professional development essay is prepared to identify the professional and ethical behaviour of engineers.

Task 1: A Personal Review Statement

A personal review statement helps an individual in analysing their strengths and weaknesses and plan for improving them to achieve future goals (DeMott, 2018). It enables a great option for the path to be selected for achieving future goals and objectives. Being a professional engineer is not easy as an individual has to cross numerous milestones for achieving success. I have learned about various programming languages for running diverse applications and developing them personally. An individual has to go through many phases and choosing a career option can be difficult to some extent. Looking at the scenario, the personal review statement will help me in monitoring my weakness and strengths along with planning for working on my weaknesses.

Strengths: I possess various skills that can be helpful for me in achieving future goals and meeting my career objectives. Looking at the very basic skill, I have analysed that I am good at communicating and collaborating with others and it can be beneficial for me as professional engineers mostly work in a team to develop any application or product (Bourn, 2018). Working in a team requires effective communication skills so opinions and ideas can be shared freely and openly. It also helps in improving my knowledge by listening to others’ ideas and opinions patiently. Technical knowledge is the primary skill required by individuals planning to pursue their careers as engineers. It is essential to have strong educational background along with extra knowledge from outside the books. In today’s developing era technologies are increasing rapidly and it is must to have technical knowledge for pursuing career goals. Looking at this aspect, I have observed that my technical knowledge is good but I think it requires constant development.

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Furthermore, I am good at bringing creativity and innovation to any products and services and it could be my major strength for achieving success (Capretz and Ahmed, 2018). I am good at different engineering courses and capable of developing minor projects individually but I require a collective environment while working on major projects as I think team diversification can enhance the probability of achieving success. For this purpose, I have good knowledge of teamwork and can work collaboratively.

Weaknesses: Being in the field of professional engineer I have noticed that knowing coding and programming languages is not enough an individual must have analytical ability and logical thinking (Widiyatmoko et. al. 2020). Engineers need to think analytically so they can define a problem adequately and find an effective solution best suitable for the problem. I am good at coding and developing new products but finding errors and solving a problem is not my cup of tea. From this reflective statement, I have depicted that I need to work on developing my analytical thinking. Other than that, I am weak at thinking logically; working in an engineering field requires great knowledge of the system an individual is working on so they can fix the problem if anything goes wrong. Other than that, I am looking at developing leadership skills to achieve greater success in the future.

Task 2: Personal development action plan

Personal development planning is described as the process of developing an action plan as per values, awareness, reflection, goals, and future objectives (Lejeune et. al. 2018). Developing an appropriate plan will help in mapping out the way for achieving success and enables greater decision-making as per the strengths and weaknesses. Six significant steps need to be followed before writing a personal development plan. These phases are described below:

Set goals: The first step is to identify the strengths and weaknesses and measure the areas that need improvement. With the help of a personal review statement, I have analysed my weaknesses and I will try to work on them. Looking at my weaknesses, I decided to work on enhancing my logical thinking and analytical skills. After developing these abilities, I will work on improving my leadership abilities.

Prioritise these goals: After deciding and setting the goals, it is must to organise them sequentially to achieve greater success as per future objectives. The goals must be listed by the urgency of achieving aspirations. Looking at my weaknesses, I have identified that developing analytical ability and skills is must before moving forward. It is needed because there can be identified numerous errors and problems in any program so it is mandatory to identify them and solve them. After that, I will focus on improving my logical thinking and work on developing my leadership abilities.

Setting deadline: I would work on these skills till I will feel expertise in a particular ability. Other than that, continuous learning is must for professional engineers so even after gaining a great amount of knowledge I will work on enhancing that and gaining more skills. I have decided to give 2 months for working on my weaknesses.

Recognise threats and opportunities: Several opportunities are thereafter working on developing these skills. For instance, I would develop my analytical thinking and could be able to solve problems more effectively and appropriately (Bukharina, 2018). After that, logical thinking will make me creative and innovative that is must in the modern changing environment. In modern competitiveness it is must cope up with the changes otherwise it can become a serious threat to achieving the aspirations.

Ways for improving skills: For improving analytical ability it is mandatory to gain market knowledge as it helps in making more efficient decisions. On the other hand, I will work on playing brain games like solving puzzles to find ways for understanding the problem and thinking for a solution. I would also work on reading more programming codes with errors to find an error and solve them.

Measure the progress: For measuring my progress I would develop new codes and programs and compile them to find errors it will help me in identifying problems effectively. Other than that, I will take feedback from my peers and colleagues to reflect on my learning.

PDP action plan

Task 3: reflective diary entries, task 4: professional development essay.

Behaving professionally is essential to achieve future growth and success, for many people professional behaviour is defined as the way of behaving respectfully and effectively. Professional behaviour starts with having an effective knowledge of communication. It is depicted that communicating and collaborating using respectful language describes ethical and professional behaviour (Pelletreau et. al. 2018). Behaving unprofessionally and disrespecting peers is identified as highly unprofessional. Other than that, professional behaviour also helps individuals in keeping a thin line between their personal and professional life. In simple terms, a judge can’t have a personal conversation with the defendant or plaintiff. An individual must develop professional behaviour so they can achieve greater market success and develop the professional image in their organisation or at the workplace.

Many business organisations also have their formal code of professional conduct and many do not have it and it is essential to follow the rules set by the organisation to look professional. On the other hand, while going for an interview session it is depicted that wearing formal is necessary as it will look attractive and creates a gentle gesture (Attebury, 2017). After that, communicating effectively and answering their asked question with clear explanations also puts a great expression on them. In this way, professional behaviour can be defined. Engineering is described as an essential and learned profession and members of this behaviour need to be complying with the highest standards of integrity and honesty. It is seen that engineering directly affects the lives of people as they are the source behind any new development and innovation. Looking at this scenario, it is expected that engineers must have impartiality, equity, honesty, and fairness and they must be dedicated to the protection of public safety, health, and welfare. Professional engineers must perform following the standard of professional behaviour that needs obedience to the highest principle of ethical conduct.

Furthermore, engineers have to practice all the areas of competence and must follow diligent and careful ways so they can obediently follow all the laws, standards, codes, rules, and regulations applicable to engineering practice (Bukharina, 2018). Om the other hand, the project, and actions implemented and developed by engineers must be examined with environmental and societal impact so the environmental concern can be decreased. They have to follow these rules and make informed decisions and recommendations. It is the responsibility of engineers to make things better and develop greater solutions associated with the issues and problems. Looking at the innovation and creativity developed by engineers including transportation, generated various ways of energy consumption and implemented communications network, and many more.

The study of ethics is highly concerned with developing good life and it can be seen that most of the ethical beliefs and codes were developed traditionally and now they are creating them as per compliances and market trends. It is the responsibility of engineers to comply with the code of ethics so their development follows the code of ethics. On the other hand, ethics vary from region to region and individual to individual. Hence, when it is applied to the engineering profession, ethics are straightforward (Armstrong, 2020). Ethics in terms of engineers can be applied in two major ways including honesty and safety. The aspect of safety is essential as small mistakes can be harmful and cause damage to people. Various reasons are there showing that following ethics is essential for the engineering field. It includes engineering projects that directly impact the safety of people, for instance, developing electrical, infrastructure, digital engineering, and many other projects that affect the lives of people in a better way. Any small error in the project can damage the life of individuals severely.

All engineers must know that they should work to provide their best making sure that they respectful with the highest standards. Following ethics will enhance their work performance along with managing their work professionally. Various ethical considerations are highlighting on the propriety, privacy, and safety of individuals. Many engineers dropped and don’t follow ethics in the urge of achieving increased profit, productivity and this kind of decision significantly come from upper management and engineers have to follow them (Vandenberghe 2018). For instance, in constructing a building the approval is given to construct three floors but for getting more profitability they construct more floors. It can be dangerous to the health and safety of humans. Looking at this scenario, engineers must follow a code of ethics to ensure the compliance of safety and well-being of human beings. Another example of unethical behaviour was done by Google, Facebook, and Volkswagen companies that have come under fire.

Following the engineering code of ethics and rules, it can be depicted that following them is essential to act professionally and have a respectful image among the organisation. To achieve professional status, I have decided to follow every ethical rule and regulation so no single law can be violated. It would also help me in achieving great gestures among peers and colleagues (Becker et. al. 2018). Looking at this scenario, I have decided to learn and develop my knowledge about the ethical codes so I can follow them adequately while taking any decision. For example, before developing any product and application I will ensure that it is healthy and safe for people and individual using that. Other than that, I have monitored that it is mandatory to act honestly and with high integrity is must for enhancing the organisation’s status and brand reputation. I will try to be honest and comply with all the rules and regulations formulated by organisation to enhance my performance in organisation.

For acting professionally, I will make sure that my client is aware of our professional concerns as per the projects and actions so the demands of clients can be addressed adequately. In today’s developing world, it is seen that engineers and companies are trying to adopt projects that can be beneficial for them instead of making them valuable for individuals. Looking at this concern, I would try to look for actions and projects that make my organisation customer-centric along with generating effective and great profit margins. It would be beneficial for achieving growth as well as customer loyalty and trust.

The Equality act 2010: The equality act primarily focuses on protecting people from discrimination in the organisation or society. It responsibly replaces all the different anti-discrimination laws using the single act, making it essential for people to understand the law in the diverse situation (de Jong PhD and van de Mieroop PhD, 2019). It ensures that every employee is treated equally in the workplace despite their race, sex, belief, religion, marriage, caste, and many more. Being an engineer, I would try to treat every people, customer, employee, and peers equally to keep myself following this law. Other than that, I would focus on providing health and safety concerns equally to every human being keeping their profession aside. I have observed that many engineers try to take the property of poor as they have less power to raise voice against them. Following this law, I will try to treat every individual equally.

Data protection act 2018: The data protection act 2018 helps in putting control over the personal information shared by users, businesses, and the government. Every individual using personal data needs to follow strict rules and regulations implemented by data protection principles. Engineers must follow this rule as they are given with majority of private data and the personal information of clients (Shaw and Act, 2018). They have to follow this law and did not misuse the data illegally. I would try my best to keep the data and information shared by clients and customers to comply with this law. Following this rule will help me in following professional and ethical behaviour at the workplace.

Bribery act 2010: The bribery act is differentiated based on four different offenses include offering, promising five bribes to another person, receiving the bribe, or bribing a foreign public official. It can be exemplified by looking at the scenario of companies urging to earn more profits by harming other people (Thiel, 2019). For instance, taking a bribe from one person and doing something favourable to them. I will focus on performing a task that is favourable for every individual not only for one and will never accept any kind of bribe from others.

It has been concluded in the report that every professional engineer must follow ethics and professional behaviour so they can create a gentle gesture in the organisation. Engineers work for innovating and developing new solutions to old problems and issues. While developing the solutions they must focus on providing and offering solutions that are safe and secure for human lives. From the entire report, I have learned that engineers have to follow various rules and regulations as the health and safety of people are highly their concern. Many examples are given in the report to prove the essentiality of ethics and professionalism an engineer must adopt in their behaviour.

Books and Journals

Armstrong, J., (2020). The development and use of codes of practice for professional engineers. In Values in Professional Practice: lessons for health, social care and other professionals (pp. 123-136). Routledge.

Attebury, R.I., (2017). Professional development: A qualitative study of high impact characteristics affecting meaningful and transformational learning. The Journal of Academic Librarianship , 43 (3), pp.232-241.

Banton, T., (2020). Basic Elements of a Reflective Essay. Available at SSRN .

Becker, K., Gero, J.S., Pourmohamadi, M., Abdellahi, S., Almeida, L. and Luo, Y., (2018). Quantifying differences between professional expert engineers and engineering students designing: Empirical foundations for improved engineering education. In ASEE Annual Conference & Exposition, Salt Lake City, Utah: ASEE2018 Paper ID (Vol. 21338).

Bourn, D., (2018). The global engineer. In Understanding global skills for 21st century professions (pp. 201-219). Palgrave Macmillan, Cham.

Bukharina, A.Y., (2018). Personal development plan (PDP) in practice and technology of introducing mentoring in organizations. Social Psychology and Society , 9 (1), pp.162-176.

Capretz, L.F. and Ahmed, F., (2018). A call to promote soft skills in software engineering. arXiv preprint arXiv:1901.01819 .

de Jong PhD, J.C. and van de Mieroop PhD, D., (2019). Why teaching rhetoric to engineers? An empirical basis for training exordial and perorational skills.

DeMott, R., (2018). Fifty Years Gone: A Personal Statement. Steinbeck Review , 15 (2), pp.116-121.

Gaus, N., (2017). Selecting research approaches and research designs: A reflective essay. Qualitative Research Journal .

Lejeune, C., Beausaert, S. and Raemdonck, I., (2018). The impact on employees’ job performance of exercising self-directed learning within personal development plan practice. The International Journal of Human Resource Management , pp.1-27.

Pelletreau, K.N., Knight, J.K., Lemons, P.P., McCourt, J.S., Merrill, J.E., Nehm, R.H., Prevost, L.B., Urban-Lurain, M. and Smith, M.K., (2018). A faculty professional development model that improves student learning, encourages active-learning instructional practices, and works for faculty at multiple institutions. CBE—Life Sciences Education , 17 (2), p.es5.

Shaw, J. and Act, P., (2018). Data Protection Policy City Learning Trust.

Thiel, D.V., (2019). Advanced ethics for engineers. In WEC2019: World Engineers Convention 2019 (p. 1430). Engineers Australia.

Vandenberghe, J., (2018). How professional engineers can contribute to attraction and retention of minority groups into the engineering profession through equity, diversity, inclusion, and decolonization efforts. The Canadian Journal of Chemical Engineering .

Widiyatmoko, A., Dewi, N.R. and Yanitama, A., (2020). The Implementation of Innovative Thematic Module to Improve Students’ Logical Thinking Ability. Unnes Science Education Journal , 9 (3), pp.151-158.

Bairaktarova. D. (2017). Engineering Student’s Ethical Awareness and Behaviour. [Online]. Accessed through: < https://link.springer.com/article/10.1007/s11948-016-9814-x >

Personal development planning. (2020). [Online]. Accessed through: < https://www.managers.org.uk/knowledge-and-insights/research/personal-development-planning/ >

Bibliography

https://link.springer.com/article/10.1007/s11948-016-9814-x

https://www.lexology.com/library/detail.aspx?g=2274bda6-27ef-47d7-b982-3529bffacd06

https://www.cossacklabs.com/blog/gdpr-for-engineers.html

https://www.gov.uk/data-protection

https://equalengineers.com/consultancy-v1/equality-act-v1/

https://www.gov.uk/guidance/equality-act-2010-guidance

https://www.scu.edu/ethics/focus-areas/more/engineering-ethics/engineering-ethics-cases/

https://blog.v-hr.com/blog/why-ethics-are-so-important-for-engineers

https://www.depts.ttu.edu/murdoughcenter/resources/nafta-ethics.php

https://engineering.unl.edu/complete-engineer/professionalism-ethics/

https://www.nspe.org/resources/ethics/code-ethics

https://www.managers.org.uk/knowledge-and-insights/research/personal-development-planning

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Assignment on Personal and Professional Development

Introduction

This Assignment on Personal and Professional Development is aiming to identify and critically evaluate the need of skills which are required with promotion from a junior manager to a senior manager in a UK based organization. This assignment will reflect on the skills and competencies required for a senior manager to do justice with the added responsibilities. Self managed learning would be an important part of this skill development and competency improvement activity. The organization and behaviour which is selected for this assignment is British Petroleum which is a global energy and petroleum giant with operations in more than 5 continents in the world. I am a Romanian national and my mother tongue is also Romanian which requires me to work hard as my working environment would have a different language than my mother tongue.

1.1 Evaluate the various approaches to self-managed learning. [P1.1]

First approach to self managed learning is indulging in a self reflective process to identify the strengths, weakness and gaps existing in current role and future role in company. Self-Reflection can be divided into three groups:-

Reflection-on-action
Reflection-in-action
Critical self-Reflection

Reflection-on-action : Many times it happens when you analyze your experience after things happen in order to understand and learn from them. Several questions arise in mind for example

What happened?
How could I improve Next time?
How can I take experience from this?

Reflection –In-Action : when u realizes your mistake and tries to learn from it. It can help you change your style to better suit a situations. Several questions arise in mind for example:-

How can I improve?
What do I notice?

Critical Self-Reflection - Most Powerful is Critical Self-Reflection. In this understanding yourself, deepen your knowledge, clarify yourself how you want to live (Hamby, 2007). As a manager I should be going through the process of self reflection, identify my strengths, weaknesses and areas of improvement which needs to be worked on through self learning and continuous development. Second approach to self managed learning is Kolb’s model of learning. As per Kolb, every experience or situation leaves a person with learning that occurs by acquiring abstract concepts and these concepts can further be applied in various situations (Steven, 2008). The four staged learning model is as follows:

As per my understanding i would be favouring self reflective learning approach more to meet my requirements.

1.2 Propose the ways in which lifelong learning in personal and professional contexts could be encouraged within your chosen organisation. [P1.2]

Going by the empirical term, Performance Improvement is a phenomenon of measurement of the current output of an existing process, assessing the process, modifying the same and coming up with solutions which eventually increase the output level as well as the efficiency of the ongoing process (Goelman, 2008). This improvement in performance can be implemented in individual level, like the improvement of individual employees in an organization, or can be implemented in organizational level, like the holistic improvement of the entire organization. It is a fact that the market is rapidly changing and is very competitive, and thus, it is very much required to stay updated and keep on developing skills. Lifelong learning may be encouraged in following ways:

In my opinion the best and most sustainable way to encourage lifelong learning in personal and professional contexts would be to align the self managed learning with the career growth and promotion. If a person understands that the better he engages himself in self learning and lifelong learning higher would be the career growth, promotions, rewards and awards, he would be highly motivated and encouraged. Thus, the organisation would be benefitted as the employees or staff who stay motivated to learn and develop their current skills and have personal and professional goals to achieve, they would definitely give better performance, would be productive, skilful and efficient. Leadership quality also improves performance of the staff. So, BP should also use theories of motivation and leadership quality to increase output of the company (Avolio, et al. 2003).

Theories on Employees have various legal elements of psychological and societal needs, which when identified and fulfilled by the organization employees feel that he is a part of the organization and work towards organizational goal. Organizational behavior also discusses factors like job satisfaction and dissatisfaction components (Katz, 2007). The Human resource management and leaders should concentrate on job satisfaction factors and remove job dissatisfaction factors as much as possible so the employees feel they are involved in the organization. Achieving employee’s satisfaction helps in motivating them towards accomplishing organizational goal.

1.3 Evaluate the benefits of self-managed learning to you and your chosen organisation. [P1.3, M1]

To our organisation BP, adopting self managed learning can prove extremely beneficial. It is a very cost effective way of having a self motivated team of employees. Moreover, this is a continuous life long process that gives long term results. BP would have the employees with good communication skills, teamwork spirit and self start quality and thus, would provide a competitive advantage to the Company over others (Hamby, 2007). It would also help in keeping employees vigilant against any lapse of security and probable cause of industrial accidents which has been a great area of concern for BP in past.

On an individual level also self managed learning help an employee to understand the importance of pre planning and develop an attitude to stay encouraged, motivated and moving on a path of continuous development. Similar skills can be transferred to the employees where they will be expected to plan their activities ensure that resources consumed are optimal and there is no way their activities or projects would get stuck because of lack of planning. Theories like Maslow’s theory of hierarchy and Mcgregor’s theory of X and Y forms the theoretical base of personal development and growth. I believe that when basic need gets fulfilled, an employee will move on to the next level of self development, that is self actualization and self esteem. Thus this theoretical approach also indicates that growth and learning is a continuous process for a human being.

Development opportunities like training programs are offered by BP for its employees regularly. They are a very unique opportunity because they exactly meets the industry requirements of BP and they would help employee grow personally as well as professionally. These development opportunities are more formal in nature (Sawyer 2004). As per my judgement training and development opportunities would be the best way for me to tackle my weakness and meet personal development objectives. At the same time it would also help in development of my professional career and also align organizational objectives with personal objectives.

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3.1 Discuss the processes and activities required to implement the development plan. [P3.1, M2]

First step of the development plan is to conduct a self analysis like SWOT and then identify priority area which is needed as a junior manager to work as a senior manager in same organization. Once that part is done then according to the areas of improvement appropriate development strategies can be identified and planned. While planning it is important that their feasibility, availability of resources and time required implementing them is also to be considered. Once the planning, assessment and identification of the development activities is done then the next part would be their implementation on a day to day basis. Since it is not practically possible to provide any proof of undertaking a gradual self development activity but I can document the entire process.

My first activity was a 15 days online English training and development course which is free of charge. This course was organized by www.alison.com and here is the link for the course which i undertook https://alison.com/subjects/11/English-Language-Skills. In this course i was required to work for at least one hour a day.
Second step was to be a part of a group discussion and a support group for next 2 months. In this group all members were managers and they were all interested in developing their leadership skills.
Third activity which I was involved which lasted for more than 3 months is the interaction with my peer group and taking their feedback. This process also involves a formal training of Time management which was organized by BP only (Le Cornu, 2009).

As per the learning styles suggested by Honey and Mumford, I can say that I am more of a reflector type of learner. I believe in observing, reviewing and then reflecting that is l learn through experiences. I need to see other people doing a new thing, analyze it properly then only I can repeat. I am not a spontaneous performer and needs proper time to prepare. Likewise, through this module, I observed my colleagues and group members communicate and give presentations and learnt the importance of self confidence and making eye contact with the public. I understood the fact that for having the impact of your presentation on listeners or to make a positive impression upon them, eye contact is very essential and therefore, I will work upon this in future. I need to keep my confidence level high to be able to make good presentations (Myers, 2012). This whole academic module revolved around the importance and significance of a change management in organization. Main emphasis was on to understand the importance of bringing regular changes in an organization and effectively managing it so as to successfully survive in current dynamic market scenario.

3.2 Undertake and document development activities as planned. [P3.2]

The activities which are planned are documented and presented below in a tabular form which will provide a bird’s eye view of the ways which will be followed. The personal development plan is detailed below in a tabular format:

3.3 Reflect critically on your own learning against original aims and objectives set in the development plan. [P3.3, D2]

My own learning against original aims and objectives was that they should not be over enthusiastic and they should be more realistic and achievable in nature. When they are not achieved then it leads towards frustration and depression in a person. Thus I changed my aims and objectives and made them more realistic in nature. Secondly I have also learned that formal training and development has its strong benefits like they have clear benchmarks and evaluation mechanism while informal training and education is a continuous process with no real way of identifying when it is concluded (Forsyth & Connelly, 2010).

Initially the aims and objectives were made over enthusiastically but later they were modified using SMART approach because periodic review revealed that it would be difficult to measure the achievement or attainment of subjective aims. I realized may shortcomings in my research skills and actually learned the correct skills to find appropriate information. We can really get a lot of information on a topic but it is more important to differentiate appropriate and useful information from non useful information. I also finally got to understand the basic difference between primary and secondary research and also learnt to find exact information in libraries with the help of keywords. Before this experience, I was quite confident about my research skills and had an impression that I am way above others in this field. But this session helped me realize my shortcomings and helped me in knowing my actual level and position. I got to know that there are many people and colleagues who have better skills and capabilities and that over confidence is an extremely negative thing that can really hamper one’s growth.

The Gibb’s Reflective Cycle: In order to do this self reflection, I have also utilized the very well known and useful model given by Gibb. I realized that most of the times my direction of thinking is right but due to low confidence and a feeling of hesitation, I stop myself from speaking and thus, it leaves me with a feeling of repent. However, after the completion of session, I feel little confident and can even say that if I continuously work upon my limitations, I can successfully overcome them. I just need to work upon my fears and get rid of them.

3.4 Update the development plan based on feedback and evaluation (the feedback and evaluation can be from tutors, mentors and line managers) [P3.4]

A few changes in the time period of the plan and the pace with which it is growing were made. These changes would help in meeting the aims and objectives in a much better manner. Development plan was also corrected after going through the feedback. For example I changed my time period of first development activity i.e. time and leadership development from 2 months to 15 days for online course and then next 45 days for communication with the peers and taking their feedback. I realized that in this development formal courses would not be as helpful as the non formal because it would improve my pronunciation, my communication and my body language which needs improvement. Second change which i made in my development plan was incorporation of modern IT and IT related services to smoothen the process. I started using smart phone mobile application for my development process and also identified how I can communicate with my peers using audio chats and also take feedback from online pronunciation tutors etc (Forsyth & Connelly, 2010). There are various models and theories which can be used to assess the feedback and provide meaningful insights based on it. One such model is Brookfield’s four lenses

These lenses can be engaged by anyone who is teaching or practicing self reflection. These lenses provide difference viewpoints for the same development be it from the view point of own (the autobiographical), the view point of a colleague, from the view point of a student and form the theoretical view points. The goal of the critically reflective teacher, for Brookfield, is to garner an increased awareness of his or her teaching from as many different vantage points as possible. It is a widely used approach that is even used in schools in UK and it largely helps in improving knowledge and learning. This approach would largely help in improvising their qualities to work in cognitive processes like to organise, categorize, analyse and evaluate well. It would also lead to an increase in their thinking and decision making process so that they can be performing well.

Through reflection, an individual does a complete analysis of an experience and do self improvisation. It is an active process and a very beneficial one. As this process helps in understanding particular behaviour and reactions towards a situation, it helps in enhancing knowledge of a person and gives him chances to improvise.

4.1 Identify two work-based problems in your chosen organisation and select solutions to these problems. [P4.1]

Bp is facing a very tough time currently due to the rising industrial accident rates in stores that is not only exerting negative impact over their brand name but it is also affecting the overall business of the company. The business and brand image is negatively impacted and the expenditures of regularly hiring and training the employees are rising. Thus, it is the need of the hour to address the problem, for which following measures may be adopted:

Training sessions need to be improved and must also introduce the recruited employees with company’s work culture so as to assist them in adapting it comfortably.
Employees’ social, emotional as well as economical needs should be considered and addressed (Moore and Parker, 2012).

Second problem which is identified is high turnover rate of employees in Oil fields and production plants. Most primary step is to identify the reason behind high employee turnover rate. Therefore, it is essential to take exit interviews of employability skills of employees do employee surveys which would assist in knowing the reason and addressing the problem precisely. Employee motivation tactics need to be adopted like rewards, awards, recognition and bonuses (Niles & Harris-Bowlsbey, 2002).

4.2 Explain how these solutions will be communicated appropriately to various levels within your chosen organisation using a variety of communication styles and manner. [P4.2]

It is also required to establish a more efficient and open communication system between the senior management authorities, middle management and junior employees that can give an opportunity to junior employees to have discussions and get solutions to their problems. Even the employees would stay motivated through an open communication system. At BP, communication takes place in three directions downwards, upwards and sideways and either in formal way or informal way.

Formal communication: Formally the senior authorities communicate with the junior staff through official meetings, official letters, notices, newsletters, etc. and the seniors deliver formal instructions and information to the juniors through official e mails, minutes of meeting and even written orders through proper channel.
Informal communication: Here top management convey the message to all levels in a subtle manner and also there is a informal grievance system where different channels are being used to collect information from employees and then they are addressed (Montana and Bruce, 2008).

4.3 Evaluate the effectiveness of different time management strategies used in your chosen organisation. [P4.4, D3]

There are various time management strategies which are identified in the organization like BP like providing time based targets for all the projects, developing a stringent time line with optimal utilization of time as a resource and lastly using IT and IT enabled services to all the extent possible to reduce the time consumption. Employees are given training in time management strategies and they are also asked to develop mile stones in each activity so that there is a strict control and monitoring over the time consumed with each activity. Also it has been a neglected concept in business organization thus companies like BP are very advanced and visionary that they are using time management approaches for all their employees and projects. One of the prime indicators of effective time management strategies in companies like BP is the fact that 90 percent of projects which are undertaken by BP are executed in the stipulated time period. Except a few incidences of industrial accidents in history of BP they are very well known for their professional approach and their project management techniques. Currently time management strategies which are used by BP are effective and efficient in nature and in future also it is expected that more advanced time management strategies would be used and implemented. It can also be included as a part of basic training and orientation program (Conger, 2004).

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Goleman, D. ( 2008) Emotional Intelligence. New York: Bantam. 3 rd ed p.45-87 Niles, S. G. & Harris-Bowlsbey, J (2002) Career Development Interventions in the 21st Century. Columbus, OH: Merrill Prentice Hall., p7 Katz, L. (2007) “Skills of an Effective Administrator.” Harvard Business Review 52 , Boston, MA. Hamby, B.W. (2007) The Philosophy of Anything: Critical Thinking in Context. Kendall Hunt Publishing Company, Dubuque Iowa p. 17-19 Stevens, C. (2008) Service Learning for Health, Physical Education, and Recreation. Human Kinetics. Sawyer M, (2004), The UK Economy: A Manual of Applied Economics, 16th edition, OUP Oxford, 3 rd Ed p.34-98 Le Cornu, A. (2009) "Meaning, Internalization and Externalization: Towards a fuller understanding of the process of reflection and its role in the construction of the self", Adult Education Quarterly 59 (4): 279–297 Montana, J. and Bruce, H. (2008) Management. Hauppauge, New York: Barron's Educational Series, Inc. p.324-345 Cottrell, S. (2011) Critical thinking skills: developing effective analysis and argument, Palgrave Study Skills Forsyth, P.B. & Connelly, J. (2010) The study skills guide: essential strategies for smart students. Palgrave MacMillan Morrison J (2006), International Business Environment: Global and Local Marketplaces in a Changing World, Palgrave Macmillan Conger, J.A. (2004), “Developing Leadership Capability: What’s inside the black box?”, Academy of Management Executive, Volume 18, Issue 3, pp. 136-139.

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