Identifying Personal Development And Learning Styles Personal Development Essay

Identifying Personal discipline And breeding carriages Personal Development EssayIt is obvious that as a practicing first-line handler, your give success is much likely if you use your talents (strengths) to their full extent to exploit the opportunities that impart themselves to you. Also, its serious to understand your weaknesses so that you piece of tail manage them out of your fooling conk out activities and thereby also eliminate any threats which may affect your latent to onward motion. dress up (Strengths, Weaknesses, Opportunities, Threats) Analysis (Stanford Research Institute 1960-1970) is a useful technique to identify and analyse, in a proactive manner, these four aras. Not just that, but it also gives a good frame go for check overing your own individual(prenominal) evolution needs anden able-bodieds you to work on your personal strengths and abilities to distinguish yourself from your peers and therefrom forward your c atomic number 18erMy own pers onal SWOT analysis has been appended to this engagement ( ensure Appendix A).Own Learning Style(s) IdentifiedH unitaryy and Mumford (HM) use the ground activist, reflector, theorist and pragmatist to represent the four light upon encyclopedism appearances (or picks). These correspond to stages in the learning cycle and be based on earlier work by David Kolb (and indeed argon used interchangeably by whatever authors with the terms in the Kolb model). Both models are particularly provoke from the office that they offer a way to understand peoples divergent learning styles but also explain a cycle of experimental learning which can be applied to every hotshot.The four HM key stages and styles are typically presented at north, east, south and west on a four-stage cyclical endure plot. This actually expresses a four stage cycle of learning in which having an immediate or concrete frozen most provides a basis for reviewing/reflecting on the experience. These reflections ar e assimilated into conclusions from the experience producing implications for action which enables the readying for the beside step, i.e. the creation of a new experience.In theory, the learner should visit all four points of the diagram i.e. a cycle of experiencing, reflecting, thinking and acting.They, and their kindred with Kolbs learning styles, are explained in the Table A belowTable A -Comparison of HM Learning stages/styles with Kolb learning styleKolbs Learning StyleHM Learning Style/StagePreferred learning probabilityPersonality characteristics of learning styleAccomodatingHaving an Experience/ActivistsPractical, hands onHere and nowseek seize on exception and immediate experienceBored by implementationDivergingReviewing the experience/ ReflectorsGather information, consider and analyseStands spurThoughtful listens before harangueAssimilatingConcluding from the Experience/ TheoristsLogical approach, gathers facts to form theoriesRational, objective, dismisses subje ctivity intersectionPlanning the undermentioned steps /PragmatistsSeeks new concepts, problem solvingLikes brisk decisions, bored with long discussionsMost people naturally prefer a certain single different learning style. Various factors can form this and Kolb defined 3 stages of a persons development and suggests that the integration of the four different learning styles improves as a person progresses through the development stages.I dumbfound faultless an HM Learning Style Questionnaire and my preferred learning styles are Theorist and Pragmatist. This means that I render a preference for a concise and enterical approach to learning. For me, ideas and concepts are more interesting than people. I do require a good, clear ex aimation however, one slight difference to this learning style is that I like to see that the theory can work in a practical(a) spotlight as intumesce.I enjoy adeptly related tasks such as gathering and understanding wide-ranging information and a ttempt to organise it in a logical format. In a formal learning situation, my preferences are reading and lectures and having meter to consider things. I like to solve problems and win decisions by finding answers to questions.This was non particularly surprising because my job determination as an Assurance Specialist involved in inspecting actually demands a logical style of approach to deliver work effectively. Furthermore, problem solving is also a key skill for me in advising aggroups on how to fragmentize issues with their management processes.Analyse Learning and Development Options and Identify Barriers and Support mechanisms cardinal learning/development options one for self, one for organisationMy personal SWOT analysis identified two development options as followsTo improve my salving skills such as assertiveness, communication and the effectiveness of my decision making. This would help in meeting the needs of the organisation and of the needs of my immediate te am.To gain a better understanding of how environmental solicitude is applied by profits info track at a Project level. This would help me to gain an perceptiveness as to how I could apply some of the information I learnt on my Institute of environmental Management (IEMA) wrinkle in a practical scenario.I father added both of these onto a Personal Development Plan, which is devoted as Appendix C to this assignment.In terms of development opportunity (1), I could make use of the many e-learning tools available via the Network Rail Intranet site as head as obtaining support from my line autobus to check my progress as well as him swelled me tasks which leave help to develop my soft-skills.I could monitor the success of this personal development through regular (once a month) one-to-ones with my line- carriage and via my 6-monthly performance reviews. Listening and learning from what has worked well for him in the past would align itself well with the pragmatic approach I pre fer to learning.With respect to my own personal development opportunity (2), there is a course offered through Network Rail about environmental Management within Projects. I dumbfound booked a typeset on this course and intend to follow it up by conducting audits on Environmental Management across Infrastructure Projects as part of the 2010-11 field of study incumbrance Audit computer program. In this way, I shall be able to say to Environmental Specialists who apply Environmental Management techniques as part of their chance(a) activities an gain a deeper understanding of what is involved.Identify Barriers to learning and how to overcome them some potential barriers which could prevent or slow down my progress are time-constraints, distractions and issues with the suitability of e-Learning to my own learning style.These barriers could be overcome by planning a time-out for learning within my weekly schedule and ensuring that I commit to not allowing any work activities to in terfere with it.Im unsure as to whether e-learning testament complement my learning style because the courses do not present practical situations to apply what has been learnt. However, perhaps regular feedback academic terms and suitable tasks set by my line-manager may serve to complement the e-learning courses.Considering the Environmental Management didactics I have identified, after completing the course, I volition need to arbitrate with the staff drawing up the depicted object Core Audit course of study so that I can be included for the Environmental instalment of at least 2 of the audits across the Investment Projects portfolio. The auditing aspect will require me to make careful preparation before visiting the course of study so that I have a full awareness of how they are managing the Environment. This could involve looking at their Environmental Management Plan in detail and compiling a series of relevant questions before I make the visit. Both the training and m y IEMA qualification should enable me to do this and bunk out the audit effectively.Support mechanisms for self-developmentI would look to support from my line-manager and team members through the use of formal (1-2-1s) and ad-hoc reviews of my progress. Regular teleconferences or face-to-face meetings with members of the age group who attended the same Leading and Managing Teams course could also be set up, where we could discuss our own personal progress and problems. These may prove to be extremely beneficial from a learning perspective for all concerned. I would also like to involve the Investment Projects Environment Manager and Environmental Specialists from the Programmes from the perspective of them being there to provide expert advice on technical questions.Two other support mechanisms which suit my learning style are examen and feedback. I am most favourable with regularly testing my new skill sets as demonstrated with the Environmental training pickings what I have learnt and applying it to actual situations in the workplace and obtaining feedback on what I did well and what I should look to improve on next time. This would provide me with the assurance that, not only do the techniques work, but also that I am progressing in the right direction. It would be an invaluable confidence detergent builder both in my abilities and that the learning plan is delivering the desired results.Monitor and measure Self-developmentOne method to monitor and evaluate self-developmentI would monitor and review my learning using a learning log. This could be used to plan learning activities as milestones on the way to achieving the completed development bodily function and as a reference to check that milestones are being completed on time (through one-to-ones with the line manager).The log allows the user to focus in on the particular learning arenas which are important to him, and to visualise the progress being made. For me, this would apply to states su ch as assertiveness, communication skills and Environmental bangledge, for example. The log will allow others, such as team members and the line manager to understand what it is that an individual is trying to achieve and provide assistance and feedback where it is required.In addition, the learning log is a good tool for recording feedback, change the noting down of what went well and what could be improved with each learning bodily function as well as how the approach can be changed next time. Eventually, it should indicate for me, whether soft skills are still a learning area of me or whether I have shown, through practical demonstration, that I have mastered them.An example of a real learning log (extract) is abandoned as Appendix B to this assignment.For feedback to be effective, the Action Impact Do/Develop/Different model should be applied That is, the person giving the feedback should provide examples of what was done, its impact on the situation, and what should be done differently next time. This would allow the recipient to consider a different approach and restrict his behaviour accordingly This is particular relevant to the skills I am trying to develop.Appendix A Personal SWOT AnalysisWeaknessesI have a strong compulsive need to do things quickly specially when my to do list is long. Sometimes this has compromised my decision making ability.My need to upkeep the customer happy can sometimes lead to me acquiescing to his needs rather than defending my own position.I have a tendency to over-analyse what has happened in certain situations (even after I have prepared really well for them) when events have moved on and I can no monthlong do anything about them.I communicate a little tense about presenting to members of the team and to customers. This can mean that these types of Presentation do not engage the audience as much as Id like.StrengthsI have good analytical skills. I enjoy looking through data to train conclusions and action p lanning to improve the current situation.I am very conscientious and deliver all work to the very scoop of my ability.I pride myself in organising my work so that it is always delivered on time. I go out of my way to satisfy or wassail the customer.I am completely committed to the success of the team that I work for and creating a good impression of what we do to our customers/s dartholders.I have worked in Assurance/Quality related roles for over 20 historic period and have experience in most aspects of these functions.My job means a lot to me, I take it very seriously.ThreatsPotential future reorganisations consequence redundancy. Assurance becomes no longer a priority for the company.Perceptions and criticisms by customers and own team.2012 move to Milton Keynes and the feasibility of commuting there on a daily basis.My current need for a lot of support from my line manager could be perceived that I no longer feel comfortable in taking decisions without someones help.Opportun itiesWe are currently developing a customer feedback questionnaire which we will get our main stakeholders to complete. The output from this should help us to determine the areas we need to improve on going forwardWe have a lessons-learnt process and are always looking to improve the auditing process.That I take the knowledge Ive accumulated from the Leading and Managing Teams course and consistently look back on it and apply it to my day job.That I continue to work with my main customers to build a reputation with them so we are clear about what we expect from each other and that this leads to a positive working relationship which delivers results.Appendix B Learning Log (extract only)Date FromDate to bodily functionWhat went well?What didnt go well?What you will do differently next timeNov. 09Dec. 09E-Learning Course AssertivenessThe course was completed and all of the negociate assessments passedThere was no interaction element to the course how do you know it works in pract ice?This needs to be incorporated into 1-2-1 meetings to get feedback from line-management on how I am progressing/if this is still a development area for me.23/11/0923/11/09Opening Meeting CrossRail auditAll of the points on the agenda were coveredOrganisation was poor jumped from one topic to the next and then back again in a haphazard fashionImprove preparation plan out barely which points to cover and at which times12/01/1012/01/10Closing Meeting CrossRail auditFar more relaxed, bought the correct key people to the meeting deflected difficult questions to them at the right time vigor to report do it the same next time.Carry this lesson forward for the 2010-11 National Core Audit Plan (NCAP).15/02/201015/02/2010One-day training session Environmental Management on ProjectsA good internal training session about how to apply the requirements of the Network Rail Environmental Management Handbook (Guide to Railway Projects Delivery Manual 04) on ProjectsAdditional time to bui lt into the course to go through some of the worked-examples in besides detail.This knowledge needs to be applied in future as part of the 2010-11 NCAP audit of Environmental Management. Opportunity to be sought to take part in this section of the audit.Appendix C PERSONAL growth PLANPreferred Learning Style/sPragmatist/TheoristWhat do I want or need to develop?What actions / development will I do to achieve this?How will success be heady?Target dates for review and completion1.My soft skills e.g. Assertiveness, Listening, Coaching abilitiesE-Learning. Mentoring from my Line Manager. Experiences in my role.1-2-1s performance review meetings improved confidenceApril 2010 (end of year review)2. Understand Environmental Management on Network Rail ProjectsNetwork Rail course Environmental Management within Network Rail assisting National Core Audit Programme with Environmental auditing aspects.I will be able to carry out effective Environmental Audits of Network Rail Programme/Proj ects as determined both by Environmental Specialists on the Programmes and by the Investment Project Environment Manager.October 2010 and April 2011