Importance Of Personal And Professional Skill Education Essay

vastness Of Personal And Professional Skill Education Es enjoinThe skill phylogenesis is not a new imagination, but it is becoming increasingly important. The act pace of replace in business and wariness means that what we intentional in our initial training courses soon becomes dated and irrelevant. It has been estimated that the half-life of accomplished go throughledge is closely seven years. Further to a greater extent(prenominal), the amount of association and skills continues to increase. Business and management has become knowledge intensive we have entered the expert-based economy.In this new world, it is infeasible for us to know all(prenominal) that there is to know, yet access to the skillful and knowledge base is increasingly readily available. So what leave behind ferment us developed skill specialist, rather than vile geniuss, is that our knowledge is more relevant, and more current, and is applied more efficiently and effectively.The transaction- re pose has alike changed, with the result that in business and management are expected to have a wider check finish offting of skills. We increasingly seduce in teams on projects and much of what we do is virtual(prenominal) rather than tangible. As one project ends, an otherwise begins, and so we guide from project to project, from team to team, and from one work-place to another. Indeed, for many, the increasingly itinerant nature of work leads us into several opposite careers during our working lives. These are strong, compelling reasons for captain instruction skills for manager, but there are many more.A set up better informed and more sophisticated public is demanding a higher profession of care and level of service from skilled workers.Linked to this is the increasing take a chance of claims for negligence from professional persons deemed to have failed in their duty or given poor advice.Within organisations, modern quality management systems demand that qualified mountain are in place to make decisions.If we do not oppose to this challenge, we face the prospect of becoming irrelevant. If, as skill professionals, we assume that our middle-aged time-served competences will last a lifetime, we will watch over ourselves becoming butt jointdidates for redundancy. The organisations we work for equally run the risk of failing to provide the new products and serve that the market requires, resulting in decline. And so we learn to learn continually as we work. This requires a skill set all of its make, a skill set we motive to learn for ourselves as teachers and mentors, and a skill set we need to instil into our learners for their future benefit.TASK 2Above we discussed importance of which we tycoon assess our professional and individual(prenominal) evolution skills. However, what is missing is the route by which we might achieve its intentions. In this chemise foursome step onrush is exercisingdSTEP 1 Profiling OurselvesThis is th e starting point for our case-by-case professional organic evolution purpose and should contain the ingredients from the table below operative LifeList strengths and successesIdentify expertise that has not been achievementedSkills scheduleRate skills and competences on a scale of 1-5Identify skills needing further developmentValues, attitudes and beliefsReview the opinion of othersEvaluate your own views and opinionsLearning skillsIdentify types of study preferredSTEP 2 Define the StrategyOur development skills need to be correctly focused for maximum impact so that it meets both(prenominal) our individual development needs and those of the organisation for which we work. For Example If our employer has in place an annual staff review and appraisal transit, then our individual aspirations and the organisational conclusions may have been reviewed, and a training and development plan agreed for the predictable future. Otherwise, we should discuss our skill development needs with department.STEP 3 mystify an Action PlanPutting the strategy into action scum bag be the biggest challenge. An action plan can help. An effective action plan has four rudimentary ingredientsA clear statement of the goal to be achievedThe actions involve to achieve the goalThe target timescale for achieving the goalCriteria to assess when we have reached our goalIn order to deliver the action plan, we will have to look to out opportunities for nurture and skills development, nonpareilly in partnership with our employer. And since professional development benefits both the employee and the employer, we might find that our employer asks us to make a section to our own professional development, by committing some of our own time and perchance by sharing the costs.Having established our action plan, we next need to settle down how we are to go about the learning process.STEP 4 evaluation and ReflectionAs we have seen, good development skills rely powerfully on sel f analysis and appraisal to develop our personal indite and to analyse our preferred learning trends. This is not necessarily easy for a pattern of reasons. First, it can be hard to understand ourselves and see ourselves as others see us. Second, reflecting on skills and competences is not something that we are necessarily trained to do. Third, as the pace of life continues to increase, it is not easy to find time for self analysis and reflection.Mentoring is one way of overcoming these problems. A mentor is someone who can advise and guide you in your career. He or she has a number of roles as an appraiser, a supporter, a communicator and a motivator. The human relationship therefore is different from that between a superior and his/her subordinate, and it is unlikely that a manager can carry out these functions. A good manager has coaching skills, is trustworthy, consider and is free from study distractions either within or outside the workplace. outgrowth 2TASK 3Researc h commissioned by the British Audio optical Society in 1988 suggests that we remember 10% of what we read, 20% of what we hear, 30% of what we see, 50% of what we see and hear, 80% of what we say and 90% of what we say and do at the same time. For this reason, professional recommends that we integrate learning and working, so that we improve our development skills within the context of our work using real-world problems. whence the time and effort we invest in professional development is rewarded by immediately assisting us to complete the delegate in hand. Senior skilled professionals believe the immediate usefulness of the learning greatly improves our motivation to learn. Whilst this may be generally true for groups of people, as individuals, we each have our own preferred learning styles.There are many ways to categorise learning styles, but the simplest places learners into one or more of three categoriesVisual those who learn best through their eyes and what they see and r ead. The ideal learning approaches in this case will involve studying magazines and books and learning online. auditory those who learn best by hearing things, either on commemorate or in discussion. Dialogue and discussion is important to their learning process. The ideal learning environment is the classroom, but discussions with colleagues and audio tapes can also be useful.Tactile those who learn best by doing, such as taking their own notes or participating in demonstrations and hands-on projects. Ideal coordinate magazine and online learning classroom that encourages participation.OUTCOME 3TASK 4The basis for my personal development plan is my ability to look inmost into what are my values, who I am, my beliefs, strength and weakness. I was able to reflect and know myself and how I can transform my values into crucial tools that would help my professional development rather than be at the drawback of the clients that would need help in the future. Most counselling and therapy approaches believe that relationship between counsellors and client is genuinely important. Certainly, effective communication between counsellor and clients is an aspect that aids the key elements of a sustainable therapeutic relationship, which includes empathetic understanding, genuineness, unconditional positive date and trust (Copeland, 2002).It is recommended, that throughout counselling, clients should be free to give feedback and raise concerns about the counselling relationship. I have used the same relationship style in relating with my approach to address conflict and circulate to change. My research on this study has helped me to readdress my time keeping, studying more and writing more in my personal journal.In accordance with the SMART AND SWOT analysis, I use reflective get along to evaluate and draw my personal and professional plan. Reflection, or rather reflective practice, contributes to professional development by revealing the knowledge and skills u sed in bothday practice, and exposing areas that require development (Driscoll The-2001). The values that I prioritise in my professional development plan are respecting clients forgiving rights and dignity, and also ensuring the integrity of practitioner-client relationship. Moreover, what is critical in practitioner client relationship is the issue of power discourse. However, what comes to mind is that power is also a potentially destructive weapon that can be used to oppress and exploit people and could lead to abuse in counselling and psychotherapy practice (Thompson, 2003). The principles that I have learnt and intrust to adopt in my work with my case study in balancing power relations and dealing with forms of onerousness include beneficence, empowerment and advocacy.Personal SWOT analysisStrengthsIm very creative. I often impressing clients with a new perspective on their brands.I pass by well with my clients and team.I have the ability to ask key enquires to find just the right marketing angle.Im completely committed to the success of a clients brand.WeaknessesI have a strong, compulsive need to do things readily and remove them from my to do list, and sometimes the quality of my work suffers as a result.This same need to get things done also causes me stress when I have too many tasks.I get nervous when presenting ideas to clients and this concern of public speaking often takes the passion out of my presentations.OpportunitiesOne of our major competitors has developed a reputation for treating their smaller clients poorly.Im attending a major marketing conference next month. This will allow for strategic networking, and also offer some great training seminars.Our art director will go on maternity leave soon. Covering her duties while shes past would be a great career development opportunity for me.ThreatsSimon, one of my colleagues, is a much stronger speaker than I am, and hes competing with me for the art director position. referable to re cent staff shortages, Im often overworked, and this negatively impacts my creativity.The current economic climate has resulted in slow growth for the marketing industry. Many firms have dictated off staff members, and our company is considering further cutbacks.TASK 5The leadership skills have following functions in relation to Task, Team and individual needs. i). defining the task it should define the taskwith clear, concrete, time limited, realistic and challenging objective so that his followers can understand properly and complete the task in time. The end of the task should also be defined to make members aware about the success criteria. ii). Planning of the work Leader should do proper planning on the procedures to be adopted in an open mind before starting the work. The uncertaintys based on what, why, when, how, where and who should be answered during fashioning a simple and fool proof plan. Sometimes leader presents ideas and invites question from followersor he suggests tentative plan subject to change afterwards. iii). Delegation of works Leader gives briefing about role of every individual in task and delegate work accordingly to clear the right atmosphere, to promote team relationship and to encourage and motivate all team members. iv). Controlling Leader controls their team by directing, regulating, restraining or boost individual and team efforts on the task. Leader needs to exhibit temperance over his own sentiments and to have good control systems for effective supervise financial and task performance for controlling others problem.TASK 6The sentiment of personal and professional development is closely related. It could be explained that both concept impacts on one another, depending on the aspect at which we perceive the terms. match to Maslow (1996) Personal development refers to individual self development and the development of others. In addition, personal development may involve programs, tools and methods. As a n individual, my personal development includes plans or actions oriented towards one or more of the following aims goals, ontogenesis strengths, improving self-awareness and self-knowledge, expression or renewing identity, identifying or improving potential, building employability or human capital, enhancing lifestyle or the quality of life, realising dreams and fulfilling aspirations (Bandura.1997.Jasper.2006).In my personal development, I learn information that will help me become more efficient, successful and happy according to (Peter, 1999). In the UK, personal development took a central place in university policy in 1997 when the Dearing Report declared that universities should go beyond academic teaching to provide bookmans with personal development. In 2001 a Quality Assessment Agency for UK universities produced guidelines for universities to improve personal development as a defined structured and a support process set by an individual to reflect upon their own learning, performance, achievement and to plan for their personal, education and career development (Speck-Knipe.2005).ConclusionUsing reflective practice, I have demonstrated in this essay the experience of my personal and professional development. I have differentiated between these two concepts and have also explained how they are intertwined to produce quality and efficient professional relationship in me as a potential counsellor. I have taken on board some core professional values such as trust, confidentiality, developing, professional, relationship and self-assertiveness as principles that underpin my professional development. I hope to apply these valuable experiences to practice as I work with other multi-disciplinary teams to assess service users needs and the law and ethical implications that could arise in the course of my placement. Applying for placement has not been easy hence I am yet to find a place. More importantly, as a student counsellor, the question is how does reflec tive and reflexive influence who I am? This is an on-going question for me to answer, as I continue with my learning until I take off counselling hat, though there is still room for improvement as I consider myself to be a work in progress.